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Prejudice (legal term)

About: Prejudice (legal term) is a research topic. Over the lifetime, 9892 publications have been published within this topic receiving 266549 citations.


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Journal ArticleDOI
TL;DR: The meta-analysis finds that intergroup contact typically reduces intergroup prejudice, and this result suggests that contact theory, devised originally for racial and ethnic encounters, can be extended to other groups.
Abstract: The present article presents a meta-analytic test of intergroup contact theory. With 713 independent samples from 515 studies, the meta-analysis finds that intergroup contact typically reduces intergroup prejudice. Multiple tests indicate that this finding appears not to result from either participant selection or publication biases, and the more rigorous studies yield larger mean effects. These contact effects typically generalize to the entire outgroup, and they emerge across a broad range of outgroup targets and contact settings. Similar patterns also emerge for samples with racial or ethnic targets and samples with other targets. This result suggests that contact theory, devised originally for racial and ethnic encounters, can be extended to other groups. A global indicator of Allport's optimal contact conditions demonstrates that contact under these conditions typically leads to even greater reduction in prejudice. Closer examination demonstrates that these conditions are best conceptualized as an interrelated bundle rather than as independent factors. Further, the meta-analytic findings indicate that these conditions are not essential for prejudice reduction. Hence, future work should focus on negative factors that prevent intergroup contact from diminishing prejudice as well as the development of a more comprehensive theory of intergroup contact.

6,629 citations

Journal ArticleDOI
TL;DR: In this article, a theoretical model based on the dissociation ofantomatic and controlled processes involved in prejudice was proposed, which suggests that the stereotype is automatically activated in the presence of a member (or some symbolic equivalent) of the stereotyped group and that Iow-prejudiee responses require controlled inhibition of the automatically activated stereotype.
Abstract: University of Wisconsin--Madis on Three studies tested basic assumptions derived from a theoretical model based on the dissociation ofantomatic and controlled processes involved in prejudice. Study I supported the model's assumption that high- and low-prejudice persons are equally knowledgeable of the cultural stereotype. The model suggests that the stereotype is automatically activated in the presence of a member (or some symbolic equivalent) of the stereotyped group and that Iow-prejudiee responses require controlled inhibition of the automatically activated stereotype. Study 2, which examined the effects of automarie stereotype activation on the evaluation of ambiguous stereotype-relevant behaviors performed by a race-unspecified person, suggested that when subjects' ability to consciously monitor stereotype activation is precluded, both high- and low-prejudice subjects produce stereotype-congruent evaluations of ambiguous behaviors. Study 3 examined high- and low-prejudice subjects' responses in a consciously directed thought-listing task. Consistent with the model, only low-prejudice subjects inhibited the automatically activated stereotype-congruent thoughts and replaced them with thoughts reflecting equality and negations of the stereotype. The relation between stereotypes and prejudice and implications for prejudice reduction are discussed.

5,300 citations

Book
01 Jun 1986

4,960 citations

Journal ArticleDOI
TL;DR: Evidence from varied research paradigms substantiates that consequences of perceived incongruity between the female gender role and leadership roles are more difficult for women to become leaders and to achieve success in leadership roles.
Abstract: A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles.

4,947 citations

Journal ArticleDOI
01 Jun 1954
TL;DR: In this paper, the authors describe the dynamics of prejudgment, including: Frustration, Aggression and Hatred, Anxiety, Sex, and Guilt, Demagogy, and Tolerant Personality.
Abstract: Preferential Thinking * What Is the Problem? * The Normality of Prejudgment * Formation of In-Groups * Rejection of Out-Groups * Patterning and Extent of Prejudice Group Differences * The Scientific Study of Group Differences * Racial and Ethnic Differences * Visibility and Strangeness * Traits Due to Victimization Perceiving And Thinking About Group Differences * The Cognitive Process * Linguistic Factors * Stereotypes in Our Culture * Theories of Prejudice Sociocultural Factors * Social Structure And Cultural Pattern * Choice of Scapegoats * The Effect of Contact * Acquiring Prejudice * Conforming * The Young Child * Later Learning * Inner Conflict The Dynamics Of Prejudice * Frustration * Aggression and Hatred * Anxiety, Sex, and Guilt * Projection Character Structure * The Prejudiced Personality * Demagogy * The Tolerant Personality * Religion and Prejudice Reducing Group Tensions * Ought There to Be a Law? * Evaluation of Programs * Limitations and Horizons

4,869 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023589
20221,306
2021418
2020456
2019446
2018381