Ingroup bias is often treated as the default outcome of intergroup comparisons. We argue that the mechanisms of impression formation depend on what information people infer from groups. We differentiate between groups that are more informative of beliefs and affect attitudes through ingroup bias and groups that are more informative of status and affect attitudes through a preference for higher status. In a cross-cultural factorial experiment ( = 1,281), we demonstrate that when information about targets' multiple group memberships is available, belief-indicative groups affect attitudes via ingroup bias, whereas status-indicative groups-via preference for higher status. These effects were moderated by social-structural context. In two follow-up studies ( = 451), we develop and validate a measure of belief- and status-indicativeness (BISI) of groups. BISI showed expected correlations with related constructs of entitativity and essentialism. Belief-indicativeness of groups was a better predictor of ingroup bias than entitativity and essentialism.
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http://dx.doi.org/10.1177/01461672221092852 | DOI Listing |
Nat Comput Sci
December 2024
Department of Psychology, University of Cambridge, Cambridge, UK.
Social identity biases, particularly the tendency to favor one's own group (ingroup solidarity) and derogate other groups (outgroup hostility), are deeply rooted in human psychology and social behavior. However, it is unknown if such biases are also present in artificial intelligence systems. Here we show that large language models (LLMs) exhibit patterns of social identity bias, similarly to humans.
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.
J Exp Child Psychol
March 2025
Hitotsubashi Institute for Advanced Study, Hitotsubashi University, Kunitachi, Tokyo 186-8601, Japan.
In an ideal world, there would be sufficient resources to be fairly allocated to everyone. The reality, however, is that resources are often limited. How do children navigate resource distribution decisions in the face of scarcity and sufficiency? Our study consisted of two experiments with 4- to 12-year-olds (N = 96), where children were required to distribute resources among themselves, a gender ingroup member, and a gender outgroup member when there was a limited number of resources (Experiment 1) and when there were sufficient resources for an equitable distribution (Experiment 2).
View Article and Find Full Text PDFBehav Sci (Basel)
October 2024
College of Physical Education, Yangzhou University, Yangzhou 225000, China.
J Exp Psychol Gen
November 2024
Department of Psychology, Princeton University.
Traditional explanations for stereotypes assume that they result from deficits in humans (ingroup-favoring motives, cognitive biases) or their environments (majority advantages, real group differences). An alternative explanation recently proposed that stereotypes can emerge when exploration is costly. Even optimal decision makers in an ideal environment can inadvertently form incorrect impressions from arbitrary encounters.
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