Implicit Ingroup Favoritism, Outgroup Favoritism, and Their Behavioral Manifestations

By Nilanjana Dasgupta. 2004

421 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5a40f978d412ac3bbbc3be39178cc8873da2277e

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Citations in the corpus

Stereotypes, Bias, and Personnel Decisions: Strange and Stranger (2008, background): “…behavior toward experimenter, speaking time, speech errors, hesitations, social comments, evaluations of hypothetical job candidates by students, nonverbal friendliness, recall of individuating information in laboratory studies, comfort, length of conversation, and eye gaze (Dasgupta, 2004).”
Consequences of attributing discrimination to implicit vs. explicit bias (2019, background): “Importantly, research suggests that both implicit and explicit bias can shape the judgments and decisions we make (e.g., Bertrand & Mullainathan, 2004; Devine, 1989), as well as how we behave, albeit often in different ways (Dasgupta, 2004; Dovidio, Kawakami, & Gaertner, 2002).”
Proxemic behaviors as predictors of aggression towards Black (but not White) males in an immersive virtual environment (2009, background): “…attitudes appear to predict the explicit expression of bias in contexts in which individuals lack the motivation or resources to control responses (Dasgupta, 2004; Rudman, 2004), it seems likely that subtly discriminatory nonverbal behavior might predict more aggressive discriminatory behaviors…”
Social Justice in Our Minds, Homes, and Society: The Nature, Causes, and Consequences of Implicit Bias (2004, background): “2). Thus, motives to control prejudice can sometimes moderate I-E prejudice correspondence (see also Dasgupta, 2004 ).”
African Americans' Implicit Racial Attitudes and the Depletion of Executive Function after Interracial Interactions. (2005, background): “In other words, black participants’ IAT bias scores revealed outgroup favoritism (see Ashburn–Nardo et al., 2003, Dasgupta, 2004; Rudman, Feinberg, & Fairchild, 2002 for discussion of this phenomenon).”
Implicit Attitudes and Beliefs Adapt to Situations: A Decade of Research on the Malleability of Implicit Prejudice, Stereotypes, and the Self-Concept (2013, background): “…their attitudes accurately because of incomplete awareness of how social contexts affect personal decisions and/or social desirability concerns (Dasgupta, 2004, 2009; Ferguson & Bargh, 2007; Greenwald & Banaji, 1995; Greenwald et al., 2002; Nisbett & Wilson, 1977; Nosek & Hansen, 2008; Petty…”
The Effects of Contact on Sexual Prejudice: A Meta-Analysis (2009, positive): “According to the out-group homogeneity hypothesis people tend to automatically associate more positive characteristics to their in-group while associating more negative characteristics to the out-group (Dásgupta 2004).”
Intent and Ordinary Bias: Unintended Thought and Social Motivation Create Casual Prejudice (2004, positive): “As a field, we have uncovered some startling results (Dasgupta, 2004; Rudman, 2004).”
Women “Take Care,” Men “Take Charge”: Managers' Stereotypic Perceptions of Women and Men Leaders (2009, background): “Recent research (Dasgupta, 2004) suggests that stereotypic bias likely manifests itself in a number of regularly occurring, but subtle slights, which over time can”
The existence of implicit bias is beyond reasonable doubt: A refutation of ideological and methodological objections and executive summary of ten studies that no manager should ignore (2009, neutral): “…of implicit attitudes and explicitly held judgments and evaluations (Hofmann, Gawronski, Gschwendner, Le, & Schmitt, 2005; Nosek, 2005), and (b) measures of implicit attitudes and consequential behaviors, including prejudicial and discriminatory behaviors (Dasgupta, 2004; Greenwald et al., 2009).”
Consciousness, Implicit Attitudes and Moral Responsibility (2014, neutral): “On implicit association tests (IATs), for instance, white subjects who sincerely profess opposition to racism are typically faster and more accurate in associating positive terms with white faces than with black (Dasgupta 2004).”
When Does Contact with Successful Ingroup Members Change Self-Stereotypes? A Longitudinal Study Comparing the Effect of Quantity vs. Quality of Contact with Successful Individuals (2010, result): “These data are also reminiscent of a finding in Dasgupta and Asgari (2004), which showed that prolonged immersion in a college environment where students had frequent exposure to male faculty (rather than female faculty) strengthened the implicit gender stereotype that women are better suited for su”
Ingroup Experts and Peers as Social Vaccines Who Inoculate the Self-Concept: The Stereotype Inoculation Model (2011, background): “…their attitudes accurately because of incomplete awareness of how social contexts affect personal decisions and/or social desirability concerns (Dasgupta, 2004, 2009; Ferguson & Bargh, 2007; Greenwald & Banaji, 1995; Greenwald et al., 2002; Nisbett & Wilson, 1977; Nosek & Hansen, 2008; Petty,…”