ORCID Profile
0000-0003-3980-8974
Current Organisation
Hong Kong University of Science and Technology
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Publisher: Wiley
Date: 20-05-2010
Publisher: Wiley
Date: 12-2011
Publisher: Springer Science and Business Media LLC
Date: 03-06-2021
DOI: 10.1038/S41467-021-23432-1
Abstract: We hypothesized that a wisdom-based reasoning process comprised of epistemic humility, accounting for context, and integrating different perspectives and interests, would be helpful in overcoming intergroup bias and attitude polarization in societal conflicts. Here we test the hypothesis using both the Situated Wise Reasoning Scale and experimental induction. In each study, we recruited participants who self-identified as members of a group implicated in an ongoing intergroup situation. In five correlational studies (Studies 1-5) we examined the relations between measured wise reasoning and intergroup positivity and attitude polarization. In two experiments, we tested the effects of a brief online wise-reasoning thought exercise on intergroup positivity and polarization (Studies 6-7), and charitable behaviors to an outgroup (Study 6). We found that wise reasoning relates to more positivity toward outgroups and less attitude polarization across different groups and conflicts. The results have implications for theory and may also have implications for future research on interventions to improve intergroup relations.
Publisher: American Psychological Association (APA)
Date: 03-2023
DOI: 10.1037/XAP0000409
Abstract: Despite its popularity, signaling a multicultural approach to racial-ethnic ersity is often faced with both positive and negative reactions. In this article, we sought insights into what may contribute to the mixed reactions and why. Drawing on social categorization theories and mindset research, we proposed that an underexplored factor influencing stakeholders' reactions to organizations' ersity approach was their lay theories or mindsets of culture. Specifically, we argued that those who believe that racial-ethnic groups represent unchangeable deep-seated essences-a fixed (vs. malleable) cultural mindset-would react negatively toward the intergroup differentiations and comparisons evoked by multicultural approach signals. Three experiments manipulated organizational ersity approach signals. Results consistently showed that a fixed cultural mindset was negatively related to organizational attraction (Studies 1 and 2) and support for ersity-promoting policies (Study 3) in reaction to a multicultural (vs. colorblind) approach. In addition, Study 3 tested and showed that ethnocentrism, a self-protective mechanism, mediated the negative reactions. Together, the findings support lay theories of culture as a moderating factor that affects reactions toward a multicultural approach. Organizations should take in iduals' theories of culture into consideration in their efforts to maximize attraction and support for ersity. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Publisher: Psychology Press
Date: 13-05-2013
Location: United States of America
Location: United States of America
No related grants have been discovered for Melody Manchi Chao.