Beyond Difference Scores: Unlocking Insights with Polynomial Regression in Studies on the Effects of Implicit-Explicit Congruency

The aim of our study was to investigate whether theories of congruence are better tested using polynomial regression analysis, rather than expressing discrepancy between implicit and explicit measures as continuous or categorical difference scores. This paper also aims to make knowledge more accessible by providing a step-by-step explanation of both methods, illustrating differences between them, and making materials openly available for other researchers. In this paper, implicit and explicit measures of self-esteem are used as predictors for depressive symptoms, anxiety, and aggression in a general population sample (N = 135). Explicit self-esteem was measured using the Rosenberg Self-Esteem Scale, implicit self-esteem was measured using the Implicit Association Test, and the Symptom Questionnaire was used to measure depressive symptoms, anxiety, and aggression. The results show those difference score models all imply that the discrepancy between implicit and explicit self-esteem explains depression and anxiety, but not aggression. However, polynomial regression analysis shows that depression and anxiety are not accounted for by the explicit-implicit discrepancy as such, but are foremost explained by explicit self-esteem. Polynomial regression has the potential to evaluate more complex and more detailed hypotheses than what would be possible using statistical approaches based on discrepancy scores. It is therefore recommended for future research aimed at disentangling the roles of explicit and implicit self-esteem in psychological outcomes.

The AgeSmart Inventory©: A Multifaceted Tool to Understand Age Bias

Ageism has been recognized as a global problem leading to poorer health, isolation, and workplace discrimination toward people based on their age. Consequently, there are several tools that measure levels and types of ageism with a focus on the quantification of degrees and types of ageism. While such quantification is valuable, this paper describes the development of an inventory, created over four stages, designed to foster introspective and collaborative thinking about age-directed values. In Stage 1, 34 items were identified through a comprehensive literature review. In Stage 2, the items were evaluated and revised via a focus group discussion. In Stage 3, the revised ASI was administered to a representative U.S. sample (N = 513). Based on factor and conceptual analysis, a revised version was tested on a second sample (N = 507) (Stage 4) and again revised. The final ASI consists of 35 age-related statements: 22 psychometrically linked to one of four domains, six related to identity, and seven that, although not aligned with statistical results, are conceptually important. Rather than provide an ageism score, the ASI is a tool for introspection and reflection about individual values and judgements about age which can lead to customized strategies to address potential age biases.

Negative partisanship is not more prevalent than positive partisanship

The dominant narrative among scholars and political pundits characterizes American partisanship as overwhelmingly negative, portraying citizens as more repelled by the opposing party than attached to their own party. To assess the valence of partisan identity, we use various measures collected from several new and existing nationally representative surveys and behavioural outcomes obtained from two experiments. Our findings consistently depart from the negative partisanship narrative. For the majority of Americans, partisanship is either equally positive and negative or more positive than negative. Only partisan leaners stand out as negative partisans. We pair these observational findings with experimental data that differentiate between positive group behaviour and negative group behaviour in the partisan context. We find that the behavioural manifestations of party identity similarly include both positive and negative biases in balance, reinforcing our conclusion that descriptions of partisanship as primarily negative are exaggerated.

Explicit and implicit attitudes toward people with COVID-19: Need for community mental health services

During the course of the COVID-19 pandemic, social stigmatization of people who have been infected with the virus has been observed. This study measured the degree of social stigma by examining implicit and explicit attitudes toward people with COVID-19. Explicit attitudes were measured through self-reporting, taking into account the three components of behavior, cognition, and emotion, and we used the Single-Category Implicit Association Test to assess implicit attitudes. The findings show that explicit attitudes toward people with COVID-19 were positive, whereas implicit attitudes trended toward being negative. The results suggest that mental health services and policies are needed to reduce social stigma and prevent the risk of mental health problems among people who have been infected with COVID-19.

An investigation of emotional and evaluative implicit associations with police using four versions of the Implicit Association Test

In two studies (total N = 829), we assessed civilian implicit associations with police using four modified Implicit Association Tests (IAT). Across studies and IATs, individuals harbored stronger negative implicit associations (associating police with fear/bad) than positive implicit associations (associating police with safety/good). The predictive validity of the implicit associations and magnitude of D scores varied across IAT. In Study 1, the IATs involving categorization of police-related (vs. everyday) symbols were most sensitive, but the versions involving categorization of police (vs. civilian) models provided more evidence for predictive validity. In Study 2, the IAT involving categorization of emotional words (safety/fear) was most sensitive, but the version involving categorization of evaluative words (good/bad) provided more evidence for predictive validity. In both studies, we also assessed individual differences (race, political affiliation) in implicit associations. The findings prompt the need to further examine the underlying cognitive components of civilian attitudes toward police and emphasize the importance of developing several IATs when assessing implicit attitudes.

What Can Experimental Studies of Bias Tell Us About Real-World Group Disparities?

This article questions the widespread use of experimental social psychology to understand real-world group disparities. Standard experimental practice is to design studies in which participants make judgments of targets who vary only on the social categories to which they belong. This is typically done under simplified decision landscapes and with untrained decision makers. For example, to understand racial disparities in police shootings, researchers show pictures of armed and unarmed Black and White men to undergraduates and have them press "shoot" and "don't shoot" buttons. Having demonstrated categorical bias under these conditions, researchers then use such findings to claim that real-world disparities are also due to decision-maker bias. I describe three flaws inherent in this approach, flaws which undermine any direct contribution of experimental studies to explaining group disparities. First, the decision landscapes used in experimental studies lack crucial components present in actual decisions (Missing Information Flaw). Second, categorical effects in experimental studies are not interpreted in light of other effects on outcomes, including behavioral differences across groups (Missing Forces Flaw). Third, there is no systematic testing of whether the contingencies required to produce experimental effects are present in real-world decisions (Missing Contingencies Flaw). I apply this analysis to three research topics to illustrate the scope of the problem. I discuss how this research tradition has skewed our understanding of the human mind within and beyond the discipline and how results from experimental studies of bias are generally misunderstood. I conclude by arguing that the current research tradition should be abandoned.

Gendered Discrimination Against Immigrants: Experimental Evidence

Recent migration from Muslim-majority countries has sparked discussions across Europe about the supposed threat posed by new immigrants. Young men make up the largest share of newly arrived immigrants and this demographic is often perceived to be particularly threatening. In this article, we compare pro-sociality and trust toward immigrants from Muslim-majority countries, focusing on gender differences in treatment. We study these questions using behavioral games that measure strategic (trusting) and non-strategic (pro-social) behavior. Our data comes from measures embedded in a large survey of residents of Germany's eastern regions, where anti-immigrant sentiments are high. We find that Germans are similarly pro-social toward immigrant men and women in non-strategic situations, but are significantly less likely to trust immigrant men (but not women) in strategic encounters. These findings provide evidence that immigrants' gender can be an important factor conditioning the behavior of the majority population, but also caution that (gendered) ethnic discrimination may be situationally dependent. Future research should further examine the exact mechanisms underlying this variation in discriminatory behavior.

Beyond dislike: Blatant dehumanization predicts teacher discrimination

School teachers have been shown to favor ethnic majority over minority students. However, it is unclear what psychological processes motivate ethnicity-based discrimination. Of the studies that have examined the psychological roots of teacher discrimination, most have focused on implicit or explicit prejudice. We propose an alternate predictor: dehumanization. Using a within-subject paradigm with a small-scale experiment ( N = 29) and a larger scale replication ( N = 161), we find that Hungarian preservice teachers consistently discriminate against Roma minority students by recommending that they be denied entry to higher track secondary schools, and preferentially placing them into lower track schools, relative to equally qualified ethnic majority Hungarian students, and that the severity of the ethnic tracking bias is predicted by dehumanization (but not prejudice). In fact, the relationship between dehumanization and discrimination holds (and may be significantly stronger) for teachers who express the lowest levels of prejudice towards the Roma.

The relationship between implicit intergroup attitudes and beliefs

Intergroup attitudes (evaluations) are generalized valence attributions to social groups (e.g., white-bad/Asian-good), whereas intergroup beliefs (stereotypes) are specific trait attributions to social groups (e.g., white-dumb/Asian-smart). When explicit (self-report) measures are used, attitudes toward and beliefs about the same social group are often related to each other but can also be dissociated. The present work used three approaches (correlational, experimental, and archival) to conduct a systematic investigation of the relationship between implicit (indirectly revealed) intergroup attitudes and beliefs. In study 1 (n = 1,942), we found significant correlations and, in some cases, evidence for redundancy, between Implicit Association Tests (IATs) measuring attitudes toward and beliefs about the same social groups (mean r = 0.31, 95% confidence interval: [0.24; 0.39]). In study 2 (n = 383), manipulating attitudes via evaluative conditioning produced parallel changes in belief IATs, demonstrating that implicit attitudes can causally drive implicit beliefs when information about the specific semantic trait is absent. In study 3, we used word embeddings derived from a large corpus of online text to show that the relative distance of 22 social groups from positive vs. negative words (reflecting generalized attitudes) was highly correlated with their distance from warm vs. cold, and even competent vs. incompetent, words (reflecting specific beliefs). Overall, these studies provide convergent evidence for tight connections between implicit attitudes and beliefs, suggesting that the dissociations observed using explicit measures may arise uniquely from deliberate judgment processes.

Reducing Social Judgment Biases May Require Identifying the Potential Source of Bias

Social judgment is shaped by multiple biases operating simultaneously, but most bias-reduction interventions target only a single social category. In seven preregistered studies (total N > 7,000), we investigated whether asking participants to avoid one social bias affected that and other social biases. Participants selected honor society applicants based on academic credentials. Applicants also differed on social categories irrelevant for selection: attractiveness and ingroup status. Participants asked to avoid potential bias in one social category showed small but reliable reductions in bias for that category (r = .095), but showed near-zero bias reduction on the unmentioned social category (r = .006). Asking participants to avoid many possible social biases or alerting them to bias without specifically identifying a category did not consistently reduce bias. The effectiveness of interventions for reducing social biases may be highly specific, perhaps even contingent on explicitly and narrowly identifying the potential source of bias.

Does Implicit Bias Predict Dictator Giving?

Implicit associations and biases are carried without awareness or conscious direction, yet there is reason to believe they may be influenced by social pressures. In this paper, I study social pressure as a motive to give, as well as giving itself under conditions of implicit bias. In doing so, I pair the Implicit Association Test (IAT), commonplace in other social sciences, with a laboratory dictator game with sorting. I find that despite its popularity, the IAT does not predict dictator giving and social pressure does not explain acts of giving from biased dictators. These results are indicative of the meaningful difference between having an implicit bias and acting on one. As such, results can be thought of as a bound on the external validity of the IAT.

The effects of skin tone, height, and gender on earnings

Using a theoretical approach grounded in implicit bias and stereotyping theories, this study examines the relationship between observable physical characteristics (skin tone, height, and gender) and earnings, as measured by income. Combining separate streams of research on the influence of these three characteristics, we draw from a sample of 31,356 individual-year observations across 4,340 individuals from the National Longitudinal Study of Youth (NLSY) 1997. We find that skin tone, height, and gender interact such that taller males with darker skin tone attain lower earnings; those educated beyond high school, endowed with higher cognitive ability, and at the higher income level (>75^th percentile) had even lower levels of earnings relative to individuals with lighter skin tone. The findings have implications for implicit bias theories, stereotyping, and the human capital literature within the fields of management, applied psychology, and economics.

The role of appearance stigma in implicit racial ingroup bias

Minority groups who show implicit outgroup preference (African Americans, the elderly, and the overweight) are also likely to suffer from appearance stigma (for deviating from cultural aesthetic norms; Goffman, 1963). Three studies showed that people who automatically preferred Whites using the attitude Implicit Association Test (IAT) also associated Whites more than Blacks with attractiveness using the aesthetic IAT. In Study 1, the aesthetic IAT covaried with Black American’s preference for Black women with chemically treated versus natural hair, and rating products that purchase “racial capital” (e.g., skin whiteners) as important and useful. In Study 2, Black American’s pro-White bias was only eliminated when the attitude IAT represented their group as more attractive than Whites (i.e., when appearance stigma was reversed). Further, the aesthetic IAT predicted the attitude IAT more uniquely than outgroup contact. In concert, the findings suggest that appearance stigma is an overlooked factor influencing racial asymmetries in automatic ingroup esteem.

Exploring implicit ingroup and outgroup bias toward Hispanics

Racial and ethnic biases often manifest without awareness. The underlying causes of these attitudes are not fully understood. While outgroup bias is well studied, ingroup bias has received far less attention. We examined ingroup biases among Hispanic women and outgroup biases toward Hispanics among White (Caucasian non-Hispanic) females using the startle eyeblink paradigm, the Implicit Association Test (IAT), and an explicit self-report measure. Hispanic and White male faces were used as exemplars during both the startle task and the IAT. A similar pattern of results were observed for indirect measures: both groups displayed startle and IAT responses indicative of negative attitudes toward Hispanic male faces relative to White male faces, although less so for Hispanic participants. Combined groups correlational analyses revealed a significant positive relationship between startle eyeblink amplitude and subtle subscale bias scores. However, no relationships were found between any measures when groups were examined separately. The comparable pattern of startle and IAT results suggests that in spite of the likelihood that these measures index different aspects of attitudes and tap into different processes, inter and intragroup biases are manifested similarly. The finding of negative ingroup biases among Hispanic females is consistent with system justification theory, which posits that members of devalued groups internalize negative stereotypes about their ingroup. This study extends startle eyeblink research of intergroup racial biases, while also expanding this line of research to intragroup biases. In doing so, these results add to our knowledge of the mechanisms underlying the persistent nature of stereotypes.

The effect of mortality salience on implicit bias

Previous research in terror management theory has shown that when individuals are reminded of their mortality, negative evaluations of out-group members increase. This previous research has used a variety of methods to investigate the change in attitudes toward out-group members. These methods generally permit participants time to consciously reflect during responding In the present study, the authors hypothesized that reminding individuals of their mortality would increase implicit bias toward out-group members when measured with the Implicit Association Test (IAT). In the experiment, White participants were randomly assigned to complete a written essay about imagining their own death (i.e., mortality salience condition) or an essay regarding an upcoming exam (i.e., control condition), and then participants completed an evaluative IAT. The results revealed that participants who had been reminded of their mortality took longer to associate names of Black individuals with positive words when compared to a control group. The implications of these findings are considered.

Racial-ethnic biases, time pressure, and medical decisions

This study examined two types of potential sources of racial-ethnic disparities in medical care: implicit biases and time pressure. Eighty-one family physicians and general internists responded to a case vignette describing a patient with chest pain. Time pressure was manipulated experimentally. Under high time pressure, but not under low time pressure, implicit biases regarding blacks and Hispanics led to a less serious diagnosis. In addition, implicit biases regarding blacks led to a lower likelihood of a referral to specialist when physicians were under high time pressure. The results suggest that when physicians face stress, their implicit biases may shape medical decisions in ways that disadvantage minority patients.

Implicit and explicit interethnic attitudes and ethnic discrimination in hiring

We study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour market remain under-researched. Moreover, previous experiments on the effects of explicit interethnic attitudes on discrimination have important drawbacks. We use data from a laboratory experiment (n=272) consisting of an Implicit Association Test, a questionnaire and a recruitment test in which participants reviewed résumés representing fictitious applicants who varied regarding ethnicity, gender, education and work experience. Participants graded applicants and selected applicants for an interview. Results show that only explicit interethnic attitudes affect discrimination in grades, but both explicit and implicit interethnic attitudes increase discrimination in selection.

What We “Say” and What We “Think” About Female Managers

In two studies, we investigated implicit gender stereotypes of successful managers. Using an adaptation of the Implicit Association Test (IAT) named the Successful Manager IAT (SM-IAT) in Study 1, we found that male participants were more likely to implicitly associate men with successful manager traits and women with unsuccessful manager traits compared to reversed pairings. Women, individuals high in internal motivation to respond without sexism, and those low in external motivation to respond without sexism showed positive implicit associations between women and successful manager traits. In contrast, all participants showed positive views of women on workplace-contextualized explicit measures of gender stereotypes. The findings of Study 2 also revealed that implicit gender stereotypes predicted hypothetical workplace outcomes, such that a greater implicit association of men with successful manager traits, and women with unsuccessful manager traits, was linked to increased workplace rewards assigned to male managers by both male and female participants. The findings of our studies have important implications for both gender stereotyping researchers and workplace practitioners. Theoretically, our studies suggest that explicit and implicit stereotypes of female managers diverge, with implicit stereotypes being more likely to highlight traditional, often negative, views of female managers. Our findings point toward a better understanding of female managers' challenges in the workplace.

Implicit Stereotype Content

The stereotype content model (SCM) postulates that stereotype content can be mixed in terms of diverging evaluations on the warmth and competence dimensions. The present study is the first to demonstrate this with implicit measures. Two Implicit Associations Tests (IATs) were developed, one capturing the warmth dimension and the other the competence dimension. Both IATs compared preschool teachers (stereotypically warm and incompetent) with lawyers (stereotypically cold and competent). As predicted, two samples of students from various areas of study showed the mixed implicit stereotypes, while a group of preschool-teacher students showed a univalent positive implicit stereotype of their own group, suggesting in-group favoritism. The results support the SCM.

Self-categorization with a novel mixed-race group moderates automatic social and racial biases

People perceive and evaluate others according to social categories. Yet social perception is complicated by the fact that people have multiple social identities, and self-categorization with these identities shifts from one situation to another. Two experiments examined whether self-categorization with a novel mixed-race group would override automatic racial bias. Participants assigned to a mixed-race group had more positive automatic evaluations of Black ingroup than Black outgroup members. Comparing these evaluations to Black and White faces unaffiliated with either group indicated this preference was driven by ingroup bias rather than outgroup derogation. Moreover, both outgroup and unaffiliated faces elicited automatic racial bias (White > Black), suggesting that automatic evaluations are sensitive to both the current intergroup context (positive evaluations of novel ingroup members) and race (racial bias toward outgroup and unaffiliated faces). These experiments provide evidence that self-categorization can override automatic racial bias and that automatic evaluations shift between and within social contexts.

Group Processes & Intergroup Relations 10 Years On: Development, Impact and Future Directions

The development of this Journal, Group Processes & Intergroup Relations, is reviewed. Throughout its first 10 years, the Journal has been supported by a strong editorial board. It has sustained a significant profile in social psychology in the area of both intergroup and small group processes. Its wider impact includes connection to related disciplines such as organizational behavior and neuroscience, focused special issues, small conferences related to the theme of the Journal and the expansion of group and intergroup research through learned societies. The editors thank authors, editorial board members, editorial assistants, reviewers and readers for their support.

Gender Differences in Ethnocultural Empathy and Attitudes Toward Men and Women in Authority

The relationship between attitudes toward members of ethnic or cultural minority groups and men and women in authority or leadership positions was examined. The Ethnocultural Empathy Scale and Gender Authority Measure were completed by 317 participants. Results yielded a positive relationship among the attitudinal measures, indicating that individuals who express more empathy toward individuals from diverse ethnic or cultural backgrounds are likely to have positive perceptions of women in authority/leadership positions. Furthermore, gender differences in perceptions suggest that, relative to males, females are more likely to report higher levels of ethnic or cultural empathy and also have higher preference for women in leadership and authority positions.