A constant error in psychological ratings.

Thorndike, Edward L.

doi:10.1037/h0071663

Cited by 1,597 publications

(886 citation statements)

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“…Halo Effects Thorndike (1920) named the halo effect, after noticing that personality ratings showed a tendency for positive characteristics to be associated with other positive characteristics more than they should be if experience is the only guide. Subsequently, the halo effect came to be regarded as the tendency for judgment of a novel attribute (A) of a person to be influenced by the value of an already known, but objectively irrelevant, attribute (B).…”

Section: Implicit Attitudes: Empirical Findingsmentioning

confidence: 99%

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Greenwald

Banaji

1995

Psychological Review

5,227

112

3,659

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Social behavior is ordinarily treated as being under conscious (if not always thoughtful) control. However, considerable evidence now supports the view that social behavior often operates in an implicit or unconscious fashion. The identifying feature of implicit cognition is that past experience influences judgment in a fashion not introspectively known by the actor. The present conclusionthat attitudes, self-esteem, and stereotypes have important implicit modes of operation-extends both the construct validity and predictive usefulness of these major theoretical constructs of social psychology. Methodologically, this review calls for increased use of indirect measures-which are imperative in studies of implicit cognition. The theorized ordinariness of implicit stereotyping is consistent with recent findings of discrimination by people who explicitly disavow prejudice. The finding that implicit cognitive effects are often reduced by focusing judges' attention on their judgment task provides a basis for evaluating applications (such as affirmative action) aimed at reducing such unintended discrimination.Long before they became central to other areas of psychological theory, concepts of cognitive mediation dominated the analysis of social behavior. The constructs on which this article focuses achieved early prominence in social psychological theory with formulations that were partly (attitude) or entirely (stereotype) cognitive. By the 1930s, Allport (1935) had declared attitude to be social psychology's "most distinctive and indispensable concept" (p. 798), Thurstone (1931;Thurstone & Chave, 1929) had developed quantitatively sophisticated methods for attitude measurement, and Braly (1933, 1935) had introduced a method that is still in use to investigate stereotypes. Self-esteem, an attitudinal construct to which this article gives separate treatment because of its prominence in recent research, also has a long-established history (e.g., James, 1890; see overview in Wylie, 1974Wylie, , 1979.Through much of the period since the 1930s, most social psychologists have assumed that attitudes, and to a lesser extent stereotypes, operate in a conscious mode. This widespread assumption of conscious operation is most evident in the nearuniversal practice of operationalizing attitudes (including selfesteem) and stereotypes with direct (instructed self-report) measures. The pervasiveness of direct measurement for attitudes and stereotypes was documented by Greenwald (1990) and by Banaji and Greenwald (1994) and is further reviewed below. In contrast, this article describes an indirect, unconscious, or implicit mode of operation for attitudes and stereotypes. 1 Anthony G. Greenwald, Department of Psychology, University of Washington; Mahzarin R. Banaji, Department of Psychology, Yale University.Preparation of this report as well as conduct of some of the research reported in it were supported by National Science Foundation Grants DBC-9205890 and DBC-9120987 and by National Institute of Mental Health Grant MH-41328. We thank...

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Section: Implicit Attitudes: Empirical Findingsmentioning

confidence: 99%

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Greenwald

Banaji

1995

Psychological Review

5,227

112

3,659

View full text Add to dashboard Cite

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“…Further, halo effects might cause people's memories of the experience to generalize to attitudes in other domains (Balzer & Sulsky, 1992;Thorndike, 1920), spreading across aspects of their job and the employing organization, particularly given that job offer negotiations take place at a time when job attitudes may not be fully formed. Indeed, prior research has indicated that in the realm of negotiation, impressions of negotiators in one domain can transfer to other domains (Tinsley, O'Connor, & Sullivan, 2002).…”

Section: Subjective Value and Subsequent Attitudesmentioning

confidence: 99%

Getting off on the right foot: Subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations.

Curhan

Elfenbein

Kilduff

2009

Journal of Applied Psychology

113

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Although negotiation experiences can affect a negotiator's ensuing attitudes and behavior, little is known about their long-term consequences. Using a longitudinal survey design, the authors tested the degree to which economic and subjective value achieved in job offer negotiations predicts employees' subsequent job attitudes and intentions concerning turnover. Results indicate that subjective value predicts greater compensation satisfaction and job satisfaction and lower turnover intention measured 1 year later. Surprisingly, the economic outcomes that negotiators achieved had no apparent effects on these factors. Implications, limitations, and future directions are discussed.

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“…There are several types of rating errors including leniency, personal bias, central tendency, halo effect, related or associated traits, overweighting and subjectivity (Iannone, 1987;Kellog, 1975;Thorndyke, 1920). The error of "leniency" is perhaps the most common in performance ratings (Schroeder, Lombardo and Strollo, 1995:161).…”

Section: The President's Commission On Law Enforcement and Administramentioning

confidence: 99%

Organizational stressors and police performance

Shane

2010

Journal of Criminal Justice

292

281

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The evidence on police stress is mixed as to whether or not the nature of police work is inherently stressful. A growing body of research suggests police officers are no more stressed than other groups and police work is not especially stressful. Instead, organizational stressors may be the greatest source of stress in police officers. Various structural arrangements, policies and practices imply police agencies can be inhospitable workplaces, where officers must withstand a variety of daily hassles generated internally by the organization.

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A constant error in psychological ratings.

Cited by 1,597 publications

References 0 publications

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Getting off on the right foot: Subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations.

Organizational stressors and police performance

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