Self-stereotyping and social context: the effects of relative in-group size and in-group status

Workplace Anger Costs Women Irrespective of Race

The current research investigated the role that a person's race, gender, and emotional expressions play in workplace evaluations of their competence and status. Previous research demonstrates that women who express anger in the workplace are penalized, whereas men are not, and may even be rewarded. Workplace sanctions against angry women are often attributed to a backlash resulting from the violation of gender stereotypes. However, gender stereotypes may differ by race. The present study addressed this question using a between-subjects experimental design where participants (N = 630) read a vignette describing a new employee, which varied with respect to the employee's race (White, Black, Asian, and Latino/a/x), gender (male and female), and a prior emotional response (anger and sadness). Participants then evaluated the employee's competence and status. Findings revealed that men and women were both viewed as more competent when expressing anger relative to sadness, and this pattern did not differ across employee race. However, despite anger being associated with greater competence, women who violated stereotypes (i.e., expressed anger) were accorded lower status than stereotype-inconsistent (sad) men. Furthermore, exploratory analyses revealed that this pattern was consistent regardless of target and participant race. The current study replicates and extends previous research by employing an intersectional perspective and using a large, ethnically diverse sample to explore the interaction between gender and emotional expression on workplace evaluations across races.

Group meaningfulness and the causal direction of influence between the ingroup and the self or another individual: Evidence from the Induction-Deduction Paradigm

The goal of the present study was to investigate the causal direction of influence between the ingroup as a whole and the self or another ingroup member considering a key feature of groups, i.e., their perceived meaningfulness. To this goal, in Study 1, 2, and 3 we predicted a preference for self-stereotyping and ingroup-stereotyping in the meaningful social categories of sorority women, left-handed people and psychology students. In Study 4 we further expect that the meaningfulness attributed to a group moderates the direction of causality between individual and ingroup perception. Thus, we used one’s Zodiac sign as the ingroup whose degree of meaningfulness varies across participants and we hypothesized higher levels of meaningfulness attributed to the ingroup to be associated with higher self- and ingroup-stereotyping. Using the methodologically stringent Induction Deduction Paradigm, participants were given information on unfamiliar dimensions, about either the ingroup or an individual (self or other ingroup member) and asked to make inferences on those same attributes about the ingroup (induction condition) or the individual (deduction condition). As predicted, a preference for deduction to the self (i.e., self-stereotyping) and deduction to another ingroup member (i.e., ingroup-stereotyping) were found for the meaningful groups of sorority women, left-handed people, and Psychology students (Studies 1, 2, and 3). In Study 4, consistent with predictions, the higher the level of attributed meaningfulness to the Zodiac system the higher the degree of deduction both to the self (self-stereotyping) and to another Zodiac ingroup member (ingroup-stereotyping). Several implications of these results are discussed, for example in relation to the possibility of educational interventions aimed at invalidating intergroup differences.

Neural basis of disgust perception in racial prejudice

Worldwide racial prejudice is originated from in-group/out-group discrimination. This prejudice can bias face perception at the very beginning of social interaction. However, little is known about the neurocognitive mechanism underlying the influence of racial prejudice on facial emotion perception. Here, we examined the neural basis of disgust perception in racial prejudice using a passive viewing task and functional magnetic resonance imaging. We found that compared with the disgusted faces of in-groups, the disgusted faces of out-groups result in increased amygdala and insular engagement, positive coupling of the insula with amygdala-based emotional system, and negative coupling of the insula with anterior cingulate cortex (ACC)-based regulatory system. Furthermore, machine-learning algorithms revealed that the level of implicit racial prejudice could be predicted by functional couplings of the insula with both the amygdala and the ACC, which suggests that the insula is largely involved in racially biased disgust perception through two distinct neural circuits. In addition, individual difference in disgust sensitivity was found to be predictive of implicit racial prejudice. Taken together, our results suggest a crucial role of insula-centered circuits for disgust perception in racial prejudice.

Satiated with belongingness? Effects of acceptance, rejection, and task framing on self-regulatory performance

Seven experiments showed that the effects of social acceptance and social exclusion on self-regulatory performance depend on the prospect of future acceptance. Excluded participants showed decrements in self-regulation, but these decrements were eliminated if the self-regulation task was ostensibly a diagnostic indicator of the ability to get along with others. No such improvement was found when the task was presented as diagnostic of good health. Accepted participants, in contrast, performed relatively poorly when the task was framed as a diagnostic indicator of interpersonally attractive traits. Furthermore, poor performance among accepted participants was not due to self-handicapping or overconfidence. Offering accepted participants a cash incentive for self-regulating eliminated the self-regulation deficits. These findings provide evidence that the need to belong fits standard motivational patterns: Thwarting the drive intensifies it, whereas satiating it leads to temporary reduction in drive. Accepted people are normally good at self-regulation but are unwilling to exert the effort to self-regulate if self-regulation means gaining the social acceptance they have already obtained.