When different means bad or merely worse. How minimal and maximal goals affect ingroup projection and outgroup attitudes
When different means bad or merely worse. How minimal and maximal goals affect ingroup projection and outgroup attitudes
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当不同意味着不好或仅仅更糟时最小和最大目标如何影响内群体投射和外群体态度
DOI：
10.1002/ejsp.1878
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发表时间：
2012
影响因子：
3.9
通讯作者：
Schubert
中科院分区：
文献类型：
--
作者：
Berthold;Mummendey;Kessler;Luecke;Schubert
群体成员倾向于认为他们的内群体相对于外群体更像一个共同的上级群体的原型，因为他们把自己的内群体的特征投射到上级群体上。因此，内部群体被认为比外部群体更积极（Mummendey & Wenzel, 1999）。我们通过研究不同类型的内群体目标：最小目标和最大目标以及实际目标和理想目标来扩展内群体投射模型。最小目标应该产生非则即彼的思维，并导致更多的群体内投射，而最大目标应该包含更多细致入微的思考。就理想目标而言（例如，我们应该为之奋斗的理想目标），内群体原型性与外群体态度的关系比实际目标而言（例如，我们实际为之奋斗的目标）的内群体原型性更强。我们操纵了最小和最大目标取向，评估了实际目标和理想目标。在两项研究中，相对群体原型性在最小目标条件下比在最大目标条件下更高。此外，指理想目标的内群体原型性比指实际目标的内群体原型性与外群体评价的关系更强。版权所有©2012 John Wiley & Sons， Ltd。
Group members tend to perceive their ingroup relative to an outgroup as more prototypical for a common superordinate group because they project features of their ingroup onto the superordinate group. As a consequence, the ingroup is perceived as more positive than the outgroup (Mummendey & Wenzel, 1999). We extend the ingroup projection model by examining different types of ingroup goals: minimal and maximal goals as well as actual and ideal goals. Minimal goals should engender either‐or thinking and lead to more ingroup projection compared with maximal goals that should involve more nuanced thinking. Ingroup prototypicality in terms of ideal goals (e.g., what we ideally should strive for) was expected to show a stronger relation to outgroup attitudes than ingroup prototypicality in terms of actual goals (e.g., what we are actually striving for). We manipulated minimal and maximal goal orientation and assessed actual and ideal goals. Across two studies, relative ingroup prototypicality was higher in the minimal compared with the maximal goal condition. Moreover, ingroup prototypicality referring to ideal goals showed a stronger relation to outgroup evaluation than ingroup prototypicality referring to actual goals. Copyright © 2012 John Wiley & Sons, Ltd.
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