Humans demonstrate a clear bias toward members of their own group over members of other groups in a variety of ways. It has been argued that the motivation underlying this in-group bias in adults may be favoritism toward one's own group (in-group love), derogation of the out-group (out-group hate), or both. Although some studies have demonstrated in-group bias among children and infants, nothing is known about the underlying motivations of this bias. Using a novel game, we found that in-group love is already present in children of preschool age and can motivate in-group-biased behavior across childhood. In contrast, out-group hate develops only after a child's sixth birthday and is a sufficient motivation for in-group-biased behavior from school age onward. These results help to better identify the motivation that underlies in-group-biased behavior in children.
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http://dx.doi.org/10.1177/0956797613516802 | DOI Listing |
Brain Sci
December 2024
Faculty of Psychology, Tianjin Normal University, Tianjin 300387, China.
Background/objectives: Empathy for pain enhances our ability to perceive pain and recognize potential dangers. Empathic bias occurs when members of the in-group evoke more intense empathic responses compared to out-group members. In the process of interacting with peers, children develop peer status and spontaneously form peer groups.
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.
Behav Sci (Basel)
October 2024
College of Physical Education, Yangzhou University, Yangzhou 225000, China.
Global Spine J
November 2024
Department of Orthopedic Surgery, Seoul St. Mary's Hospital, College of Medicine, The Catholic University of Korea, Seoul, Korea.
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