The goal of this article was to investigate an indirect form of intergroup differentiation in children in the context of racial attitudes: the preference for ingroup members who interact positively with other ingroup members rather than with outgroup members. Study 1 confirmed this general hypothesis with preschool and 1st-grade children, demonstrating that respondents preferred the ingroup member who played only with other ingroup members, evaluated this child more positively, and felt more similar to him or her. Studies 2 and 3 tested the boundary conditions of the phenomenon. Study 4 analyzed developmental changes demonstrating that the effect is no longer observed among 9- to 11-year-old children. Overall, these studies suggest that engaging in positive interactions with the outgroup might have its costs in terms of a relative devaluation and rejection by one's peers. Results are discussed by stressing the importance of intragroup processes for the regulation of intergroup relations among very young children.
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http://dx.doi.org/10.1037/0012-1649.43.6.1347 | DOI Listing |
J Exp Child Psychol
December 2024
Duke University, Durham, NC 27708, USA.
The minimal group effect, in which people prefer ingroup members to outgroup members even when group membership is trivially constructed, has been studied extensively in psychological science. Despite a large body of literature on this phenomenon, concerns persist regarding previous developmental research populations that are small and lack racial/ethnic diversity. In addition, it remains unclear what role holding membership within and interacting with specific racial/ethnic groups plays in the development of children's group attitudes.
View Article and Find Full Text PDFSoc Neurosci
December 2024
Center for Research in Cognition and Neuroscience, Université libre de Bruxelles, Brussels, Belgium.
Neural reactions to others' pain are usually lower when the individual is of a different ethnicity than when they are of the same ethnicity. This suggests that empathy is not only an automatic phenomenon but also a motivated one. In the present study, we tested whether one's willingness to increase or decrease empathy would correspondingly increase or decrease the neural empathic response, as measured with electroencephalography (EEG), irrespective of ethnicity.
View Article and Find Full Text PDFGMS J Med Educ
December 2024
Witten/Herdecke University, Faculty of Health, Chair for the Education of Personal and Interpersonal Competencies in Health Care, Witten, Germany.
Objectives: Current research increasingly describes physicians' health as endangered. Interventions to improve physicians' health show inconsistent results. In order to investigate possible causes for weak long-term effects, we examined senior physicians' perceptions about the relevance of their own health and analyzed whether and how these might affect the difficulty to improve physicians' health.
View Article and Find Full Text PDFPsychol Rev
December 2024
Department of Cognitive and Information Sciences, University of California, Merced.
Covert identity signals permit the communication of group membership to ingroup members while avoiding potentially costly detection by members of other groups. If individuals are incentivized to detect others' group memberships, however, covert signals may not remain covert for very long. We propose a theoretical extension to the literature on covert signaling in which conventionalized identity signals can become destabilized when learned by outgroup individuals to be replaced by the emergence of new signaling conventions.
View Article and Find Full Text PDFA A Pract
December 2024
From the Department of Anesthesiology, Perioperative and Pain Medicine, Stanford University School of Medicine, Stanford, California.
Background: Holistic review of applications may optimize recruitment of residents by seeking out characteristics best aligned with program culture. The goals of this mixed methods research were to engage residency recruitment stakeholders to develop a holistic scoring rubric, measure the correlation between the rubric score and the final global rating used to rank applicants for the National Resident Matching Program Match, and qualitatively analyze committee discussions at the end of the interview day about applicants for potential unconscious biases.
Methods: Forty stakeholders (32 faculty, 3 chief residents, and 5 administrative staff) completed an iterative consensus-driven process to identify the most highly valued applicant attributes, and a corresponding standardized question for each attribute.
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