Gender- and race-based standards of competence: Lower minimum standards but higher ability standards for devalued groups
Gender- and race-based standards of competence: Lower minimum standards but higher ability standards for devalued groups
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DOI：
10.1037/0022-3514.72.3.544
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发表时间：
1997-03-01
影响因子：
7.6
通讯作者：
Kobrynowicz, D
中科院分区：
文献类型：
--
作者：
Biernat, M;Kobrynowicz, D
刻板印象可能会通过同化影响判断，从而使个体群体成员的评估与刻板印象一致，或者通过对比，使目标偏离整体群体期望。两种判断模型——转变标准模型和地位特征理论——为预测和解释这些明显矛盾的效应提供了一些见解。在两项涉及模拟申请人评估环境的研究中，我们预测并发现，参与者为女性申请人设定的最低能力标准低于男性申请人，为黑人申请人设定的能力标准高于白人申请人。因此，尽管地位较低的群体成员可能比地位较高的群体成员更容易达到（低）标准，但这些人必须更加努力地工作，以证明他们的表现是基于能力的。
Stereotypes may influence judgment via assimilation, such that individual group members are evaluated consistently with stereotypes, or via contrast, such that targets are displaced from the overall group expectation Two models of judgment-the shifting standards model and status characteristics theory-provide some insight into predicting and interpreting these apparently contradictory effects. In 2 studies involving a simulated applicant-evaluation setting, we predicted and found that participants set lower minimum-competency standards, but higher ability standards, for female than for male and for Black than for White applicants. Thus, although it may be easier for low- than high-status group members to meet (low) standards, these same people must work harder to prove that their performance is ability based.