Cross-Group Friendships and Intergroup Attitudes

Abstract

This work identifies how cross-group friendships are conceptualized and measured in intergroup research, investigates which operationalizations yield the strongest effects on intergroup attitudes, explores potential moderators, and discusses the theoretical importance of the findings. Prior meta-analyses have provided initial evidence that cross-group friendships are especially powerful forms of intergroup contact. Although studies of cross-group friendship have grown considerably in recent years, varied assessments leave us without a clear understanding of how different operationalizations affect relationships between friendship and attitudes. With a greatly expanded database of relevant studies, the authors compared friendship-attitude associations across a wide range of specific conceptualizations. Time spent and self-disclosure with outgroup friends yielded significantly greater associations with attitudes than other friendship measures, suggesting that attitudes are most likely to improve when cross-group friendships involve behavioral engagement. Processes underlying cross-group friendships are discussed, as are implications for future research and application.

Love Thy Neighbor? Relationships between Religion and Racial Intolerance in Europe

“…Racial intolerance is defined here as a disinclination to accept members of a different race in one's close environment, for instance, as neighbors (Davies et al 2011). Racial intolerance relates to the notion of prejudice, but while prejudice denotes generally negative attitudes toward an out-group (Augoustinos and Reynolds 2001), intolerance refers more directly to a rejection of its members.…”

Imagen exogrupal de adolescentes autóctonos e inmigrantes latinos: influencia del contacto intergrupal y la edad

“…También muestran la importancia de las relaciones de amistad con miembros del anales de psicología, 2015, vol. 31, nº 3 (octubre) exogrupo en la mejora de las actitudes intergrupales (Davies et al, 2011). Asimismo, se ha encontrado que el tamaño del efecto del contacto sobre la imagen exogrupal es mayor en españoles (grupo mayoritario) que en latinos (grupo minoritario), resultado que confirma también los obtenidos en investigaciones previas (Tropp y Pettigrew, 2005b).…”

“…Los cambios de tipo cognitivo parecen requerir de relaciones más intensas, que impliquen contacto habitual y significativo con distintos anales de psicología, 2015, vol. 31, nº 3 (octubre) miembros del exogrupo, como sería el caso de las relaciones de amistad, señaladas por numerosos estudios como un contexto de relación óptimo para la reducción del prejuicio intergrupal (Davies, Tropp, Aron, Pettigrew y Wright, 2011).…”

The Shaping of Postcollege Colorblind Orientation Among Whites: Residential Segregation and Campus Diversity Experiences

“…Previous research on cross-racial interactions and race relations on historically white campuses has uncovered the positive benefits of racial diversity for decreasing reported prejudicial attitudes and discrimination (Davies, Tropp, Aron, Pettigrew, & Wright, 2011;Gottfredson, Panter, Daye, Allen, & Wightman, 2009), higher levels of cultural awareness (Antonio, 2001), and increased pluralistic orientation (Engberg & Hurtado, 2011;Hurtado, 2005;Jayakumar, 2008). Improvement on these aforementioned outcomes in particular is often pursued under the presumption that they will contribute to positive race relations, and result in more inclusive social conditions and equity for people of color.…”

“…The vast literature supporting the educational benefits of racial diversity demonstrates the value of campus diversity infrastructures on a wide range of outcomes (e.g., Gurin, Hurtado, Dey, & Gurin, 2003), including cognitive development (e.g., Antonio et al, 2004;Bowman, 2010), academic and social self-concept (e.g., Chang, Denson, Sáenz, & Misa, 2006;Denson & Chang, 2009), leadership skills and cultural awareness (e.g., Antonio, 2001;Jayakumar, 2008), civic development (e.g., Bowman, 2011), prejudice reduction (e.g., Davies et al, 2011;Jayakumar, 2009), and preparation for an increasingly diverse 21st-century workforce (e.g., Engberg & Hurtado, 2011;Gurin, Nagda, & Lopez, 2004;Page, 2009).…”