REDUCING BIAS--THE COMMON INGROUP IDENTITY MODEL

描述(申请人摘要)：群体间偏见，尽管这是不公平的 对某些人有利，对所有人都有负面的个人和社会后果 公民们。例如，种族主义的后果不仅包括 少数群体成员的未实现潜力和未能 充分利用多样性。多数人和少数人的直接成本 集团涉及因以下原因造成的人力和财政资源损失 失业、贫困、犯罪、毒品、健康不良以及个人、社会和 家庭功能障碍(见Bowser&Hunt，1981；Jones，1986；McLoyd，1990)。 这项拟议的研究探索了偏见背后的心理过程。 并研究了如何构建组间互动以减少偏见 以及冲突，以概括为更积极的态度和行为 作为一个整体的外向组。 计划中的研究扩展了通用内部群组身份模型，该模型 提出有可能设计一个感知的重新分类 以减少群体间偏见和冲突的方式划分群体边界。这 模型侧重于调解过程，并断言(1)更和谐 强调以下因素可以促进组间互动 不同群体的成员之间的共同上级身份；以及 (2)对没有参与联系的外组成员进行有利的概括 当上级和子组身份同时存在时，情况将最大化 在接触期间是同时突出的(双重身份)。因此，这就是 研究调查了对群体共同性的认识以及 群体多样性可以减少偏见和冲突。这项建议是由 一组假设，并提出了一系列的13项研究 阐述理论框架。一些研究直接考虑了 一种双重身份的泛化。其他研究解决了如何 上位身份和双重身份的影响可以导致稳定和 通过充当其他过程的催化剂来实现持久的效果 偏见，也通过煽动互惠的积极的交换 群体间行为。其他研究将这些原则扩展到不同的领域 包括(1)以学校为基础的干预计划， (2)继子家庭的纵向研究；(3)继子家庭的纵向研究 来自不同背景的大学生的坚持性和磨损性。

DESCRIPTION (Applicant's abstract): Intergroup bias, although it unfairly benefits some, has negative personal and social consequences for all citizens. The consequences of racism, for example, include more than the unrealized potential of members of minority groups and the failure to capitalize on diversity. Direct costs to majority as well as to minority groups involve the loss of human and financial resources as the result of unemployment, poverty, crime, drugs, ill-health, and personal, social and family dysfunction (see Bowser & Hunt, 1981; Jones, 1986; McLoyd, 1990). The proposed research explores the psychological processes underlying bias and examines how intergroup interactions may be structured to reduce bias and conflict as well to generalize to more positive attitudes and behaviors to the outgroup as a whole. The planned research extends the Common Ingroup Identity Model, which proposes that it is possible to engineer a recategorization of perceived group boundaries in ways that reduce intergroup bias and conflict. This model focuses on mediating processes and asserts that (1) more harmonious intergroup interactions can be facilitated by factors that emphasize a common superordinate identity between the members of different groups; and (2) favorable generalization to outgroup members not involved in the contact situation will be maximized when both superordinate and subgroup identities during contact are salient simultaneously (a dual identity). Thus this research investigates how the recognition of group commonality as well as group diversity can lead to reduced bias and conflict. The proposal derives a set of hypotheses and presents a serious of thirteen studies that together address the theoretical framework. Some studies consider directly the value of a dual identity for generalization. Additional studies address how the effects of superordinate and dual identities can result in stable and enduring effects by acting as catalysts for other processes that reduce bias, and also by instigating an exchange of reciprocally positive intergroup behaviors. Other studies extend these principles into a variety of intergroup settings including (1) a school-based intervention program, (2) a longitudinal study of step-families, and (3) a longitudinal study of persistence and attrition among college students from diverse backgrounds.