The Effects of Perceived Group Differences on Moral Decision Making

刻板印象内容模型（SCM; Fiske et al.，2002），断言刻板印象是由温暖和能力的维度介导的。与Cikara，Farnsworth，Harris and Fiske（2010）类似，本系列研究将探讨当温暖和能力以各种不同的方式被操纵时，道德决策如何受到这些维度的影响，“拯救”相对于“牺牲”群体的大小分别不同，并且良好控制的面部刺激被呈现为落入这些象限的个体的例子。在最初的实验中，预期的受试者内设计如下：A2（“牺牲”组的温暖：高vs.低）× 2（“牺牲”组的能力：高vs.低）。低）× 2（牺牲组的大小：小与大），以“道德可接受性”评级为因变量。如果研究结果支持内隐刻板印象假设（Greenwald和Banaji，1995）以及先前关于群体差异影响道德决策的潜在研究（Chu & Gruhn，2018; Cuddy，Rock & Norton，2007; Cikara等人，这表明我们的司法系统或任何监督某人命运（如可能的就业，晋升或纪律）的法定人数应该努力在他们的队伍中实现多样性，以消除群体偏见的影响。

The stereotype content model (SCM; Fiske et al., 2002), asserts stereotypes are mediated by dimensionsof warmth and competence. Similar to Cikara, Farnsworth, Harris and Fiske (2010) this series of studieswill explore how moral decision making may be influenced by these dimensions, when warmth andcompetence are manipulated in a variety of different ways, the size of 'saved' relative to 'sacrificed'groups are respectively varied, and well-controlled facial stimuli are presented as examples of individualsfalling into each of these quadrants. In initial experiments the anticipated within-subjects design is asfollows: A 2 (warmth of the 'sacrifice' group: high vs. low) x 2 (competence of the 'sacrifice' group: highvs. low) x 2 (size of the sacrifice group: small vs. large), with 'moral acceptability' ratings as thedependent variable. If findings support the implicit stereotyping assumption (Greenwald and Banaji,1995) as well as previous research on the potential for group differences to impact moral decisionmaking (Chu & Gruhn, 2018; Cuddy, Rock & Norton, 2007; Cikara et al., 2010) this suggests that ourjudicial system or any quorum overseeing somebodies fate (such as possible employment, promotion ordiscipline) should strive for diversity within their ranks to flatten the effects of group bias.