Moral credentials and the expression of prejudice.

By Benoît Monin, Dale T. Miller. Journal of Personality and Social Psychology, 2001

1,109 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/dd98c9dd864da213f567d2fc46d24139544e096d

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Citations in the corpus

The Effects of Top Management Team Integrative Complexity and Decentralized Decision Making on Corporate Social Performance (2011, background): “…have recently engaged in prosocial behavior, and thus their moral self-worth is inflated, they are more likely to subsequently experience a decline in moral behavior or even engage in unethical behavior (termed “moral licensing” [e.g., Jordan, Mullen, & Murnighan, 2010; Monin & Miller, 2001]).”
License to sin: Self-licensing as a mechanism underlying hedonic consumption (2012, background): “…domain of moral behavior, where people whose past behavior (e.g., acting nonprejudiced) provides them with some kind of moral credentials that license them to subsequently behave in a way that violates these principles (e.g., voicing prejudiced opinions; Effron & Monin, 2010; Monin & Miller, 2001).”
Psychological license: When it is needed and how it functions. (2010, background): “A second mechanism that could underlie licensing is what we have called moral credentials (Monin & Miller, 2001a).”
Included but Invisible? Subtle Bias, Common Identity, and the Darker Side of “We” (2016, background): “Ironically, the act of affirming a nonprejudiced self-image can further increase the likelihood that even ostensibly nonprejudiced individuals will discriminate (see also Effron, Cameron, & Monin, 2009; Monin & Miller, 2001).”
Morality in Groups: On the Social‐Regulatory Functions of Right and Wrong (2012, background): “Indeed, research on so-called ‘‘moral licensing’’ has revealed that once people have performed a moral act and feel self-affirmed in that sense (Monin & Miller, 2001), they are more inclined to behave unethically on subsequent occasions.”
Identity, morals, and taboos: beliefs as assets. (2011, background): “Yet, in different settings the same subject pools display " moral credentialing " , acting as if an initial good behavior (again, exogenously induced) provided a license to misbehave later on (Monin and Miller 2001).”
Ways to Go: Men's and Women's Support for Aggressive and Nonaggressive Confrontation of Sexism as a Function of Gender Identification (2014, background): “…control prejudice and show themselves as egalitarian (Plant & Devine, 1998) and will only license themselves to endorse prejudiced beliefs under specific circumstances (Monin & Miller, 2001), such as when they can find justification for a nonegalitarian course of action (Gaertner & Dovidio, 1977).”
Like ripples on a pond: behavioral spillovers and their implications for research and policy (2015, background): “Subjects who, in a hypothetical choice to appoint a manifestly better candidate for a job, had the chance to establish they were not racist or sexist, were more likely to make prejudiced choices in a subsequent harder hiring decision (Monin & Miller, 2001).”
Aversive Racism and Contemporary Bias (2016, background): “Ironically, the act of affirming a non-prejudiced self-image can further increase the likelihood that even ostensibly nonprejudiced individuals will discriminate (see also Effron, Cameron, & Monin, 2009; Monin & Miller, 2001).”
The goal construct in social psychology. (2007, background): “For example, Monin and Miller (2001) gave participants an opportunity to disagree with blatantly sexist statements, and those who received the opportunity (vs. not) were later more willing to favor a man for a stereotypically male job, presumably because the first task was sufficient to establish…”
Science faculty’s subtle gender biases favor male students (2012, background): “On the other hand, research demonstrates that people who value their objectivity and fairness are paradoxically particularly likely to fall prey to biases, in part because they are not on guard against subtle bias (24, 25).”
Developing the Research Basis for Controlling Bias in Hiring (2012, background): “For instance, moral credentialing (Monin & Miller, 2001) suggests that employers who have hired an applicant from one stigmatized group, and therefore feel that they have adequately demonstrated egalitarian values, may be less favorable to subsequent candidates from other stigmatized groups.”