Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions
Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions
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DOI：
10.1037/0022-3514.94.4.615
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发表时间：
2008-04-01
影响因子：
7.6
通讯作者：
Crosby, Jennifer Randall
中科院分区：
文献类型：
--
作者：
Purdie-Vaughns, Valerie;Steele, Claude A.;Crosby, Jennifer Randall
这项研究表明，基于群体成员身份而面临贬值风险的人会适应发出社会认同偶发信号的暗示-在给定的环境中，判断、刻板印象、机会、限制和待遇与一个人的社会认同有关。在三个实验中，当非洲裔美国专业人士被呈现为工作场所环境的一部分时，他们被调整到少数族裔代表性和多样性哲学线索。少数族裔代表性较低的线索，加上色盲(与重视多样性相反)，导致非裔美国专业人士感知到威胁身份的偶发事件，并对环境不信任(实验1)。实验2和实验3验证了设置线索对信任影响的中介机制是同一性或有评价。讨论了社会认同偶然性的力量，因为它们与主流机构中代表性不足的群体有关。
This research demonstrates that people at risk of devaluation based on group membership are attuned to cues that signal social identity contingencies-judgments, stereotypes, opportunities, restrictions, and treatments that are tied to one's social identity in a given setting. In 3 experiments, African American professionals were attuned to minority representation and diversity philosophy cues when they were presented as a part of workplace settings. Low minority representation cues coupled with colorblindness (as opposed to valuing diversity) led African American professionals to perceive threatening identity contingencies and to distrust the setting (Experiment 1). The authors then verified that the mechanism mediating the effect of setting cues on trust was identity contingent evaluations (Experiments 2 & 3). The power of social identity contingencies as they relate to underrepresented groups in mainstream institutions is discussed.