A Novel Measure of Moral Boundaries: Testing Perceived In-group/Out-group Value Differences in a Midwestern Sample

Abstract

The literature on group differences and social identities has long assumed that value judgments about groups constitute a basic form of social categorization. However, little research has empirically investigated how values unite or divide social groups. The authors seek to address this gap by developing a novel measure of group values: third-order beliefs about in- and out-group members, building on Schwartz value theory. The authors demonstrate that their new measure is a promising empirical tool for quantifying previously abstract social boundaries. Results from a midwestern sample show an important dichotomy such that in-groups were attributed the more positive and altruistic transcendence and openness values, while out-groups were associated conservation and enhancement, the value domains revolving around a self-focus and social restraint. Furthermore, religious attendance and political ideology also emerged as strong predictors of value boundaries, whereas socioeconomic indicators were less influential. Significance and implications are discussed.

A Neurosociological Theory of Culturally and Structurally Situated Cognition and Ethno-Racial Stress

“…As structurally and culturally shaped dispositions (Longest et al, 2013), values are well-situated for operationalizing the concept of cultural coping by embedding individuals in groups, organizations and broader cultural settings (Firat et al, 2018;Firat and McPherson, 2010). Building on previous research demonstrating that values moderate the negative effects of discrimination on well-being (Firat, 2017), I proposed and provided preliminary evidence that value orientations operate both through implicit/automatic (communal values) and explicit/controlled (agentic) values.…”

“…While all humans share certain values to some extent (see Turner 2014 for an evolutionary account of human morality), the rank ordering of the values vary depending on various cultural and structural factors. For example, according to one of the most established and sociologically most adopted (e.g., Hitlin 2003;Vaisey and Miles 2014;Firat 2016;Firat et al, 2018) theories of values, Schwartz values theory (Schwartz, 1992;1994;Schwartz and Bilsky 1987), there are ten basic, general value orientations that have evolved in response to basic conditions of human existence including coordinated social interaction and survival and well-being of the groups (Schwartz, 1992). These ten value orientations, while measured separately, can ultimately be grouped under four general dimensions: self-transcendence (universalism and benevolence), self-enhancement (power, and achievement), openness to change (stimulation, self-direction and hedonism) and conservation (security, traditionalism and conformity) dimension (Bardi and Schwartz, 2003;Schwartz and Bardi 2001;Schwartz and Boehnke 2004).…”

Revision, Reclassification, and Refrigerators1

“…Therefore, we also draw on literature explicitly probing the question of persistence, or the lack of change in so-called "arbitrary traditions" (Jacobs and Campbell 1961;Zucker 1977). Finally, as we are interested in how individuals may change previous typifications, we build on work on high-order inferences, which explores the interplay between one's own judgement and "most people's" judgement (Correll et al 2017;Firat, Kwon, and Hitlin 2018;Melamed et al 2020;Ridgeway and Correll 2006). Drawing on this work, we hypothesize that whether feedback leads to reclassifying depends upon the level of consensus conveyed: is the feedback definitive or merely normative.…”

“…Conversely, when feedback is normative, the type to which a token belongs is presented as a matter of public opinion, albeit the majority's opinion. A consistent finding is that "what most people think" can shape and even override what a person personally thinks (Firat et al 2018;Ridgeway and Correll 2006;Sobotka 2020). In a study of status advantage, for example, Correll et al (2017) asked people to rate and recommend a series of chocolates in a blind taste test.…”

Employee Social Network Strategies: Implications for Firm Strategies and Performance in Future Organizations

“…Personal and group interests and values form the strategic competitive actions through employee interactions in social networks. Firat et al (2018) suggest “value priorities act as more than a personal moral compass; they constitute the basis of shared group moral understanding” that create a bond for group entitativity (p. 1). One example of group entitativity is Chinese guanxi’s social networks and family relationships that take precedence and preference over other individuals and groups.…”