Dual identities in intergroup contact: group status and size moderate the generalization of positive attitude change

By Roberto González, Rupert Brown. 2006

176 citations recorded by the source corpus.

To explore the effects of various categorization strategies on intergroup bias within and beyond a contact situation, two experiments were conducted involving groups of different size and/or status that worked together on a cooperative task. Three categorization strategies (decategorization, recategorization, and dual identity) were compared, and bias was measured through symbolic reward allocations to people who were and were not actually encountered. In Experiment 1 (N = 129), we varied group size (minority or majority) and found that it affected bias within the contact situationminority groups were more biased than majority groups. All of the categorization strategies limited bias and they did so equally well. Outside the contact situation, however, only the recategorization and dual identity strategies limited bias. In Experiment 2 (N = 156), we varied both group status (low or high) and group size. Both of these variables affected bias within the contact situationhigh status groups were more biased than low status groups, and minority groups were again more biased than majority groups. Once again, all three categorization strategies limited bias and they did so equally well. Outside the contact situation, however, an interaction among the independent variables was observed. For minority groups, only the dual identity strategy limited bias, but none of the categorization strategies limited bias for majority groups.

Subfields: Ecology, Evolution, Behavior and Systematics, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/25f0451b44f22d41bdf5af32a53a771f46b2c767

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In Ecology, Evolution, Behavior and Systematics

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Citations in the corpus

Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “…interests should not be done in such a way that differences are treated as non-existent (cf. colorblindness, e.g., Ryan, Hunt, Weible, Peterson, & Casas, 2007): collaboration between members from different stereotyped groups works best if everybody holds a dual identity (González & Brown, 2006).”
Another view of “we”: Majority and minority group perspectives on a common ingroup identity (2007, methodology): “…be elicited experimentally by simultaneously emphasising common university affiliation and subgroup identities, as opposed to just the common identity or the different group identities, either in the context of cooperative relations (González & Brown, 2003, 2006) or not (Dovidio et al., 2000b).”
E pluribus unum: Dual identity and minority group members' motivation to engage in contact, as well as social change (2011, unknown): “…much of the previous research in this area has investigated the relative impact of different identity representations on intergroup attitudes (e.g., González & Brown, 2006) or individual attention within interpersonal interactions (Vorauer, Gagnon, & Sasaki, 2009), we focused on…”