Intergroup anxiety from the self and other: Evidence from self‐report, physiological effects, and real interactions

Greenland, Katy; Xenias, Dimitrios; Maio, Gregory R.

doi:10.1002/ejsp.867

Cited by 39 publications

(40 citation statements)

References 68 publications

(116 reference statements)

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“…How certain can we be that they measure what we intend them to measure? To this end, Greenland, Xenias, and Maio (2012) developed a measure of intergroup anxiety and used an abridged version of Stephan and Stephan's (1985) scale to help demonstrate convergent validity (Study 2). Greenland et al (2012, Study 3) then demonstrated that their intergroup anxiety scale correlated with physiological responses that are associated with the experience of anxiety.…”

Section: Results and Commentsmentioning

confidence: 99%

Measures of Intergroup Contact

Lolliot¹,

Fell²,

Schmid³

et al. 2015

Measures of Personality and Social Psychological Constructs

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Section: Results and Commentsmentioning

confidence: 99%

Measures of Intergroup Contact

Lolliot¹,

Fell²,

Schmid³

et al. 2015

Measures of Personality and Social Psychological Constructs

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“…This could lead to an overall null or weak effect of anxiety on quality of contact. In line with this argument, Greenland, Xenias, and Maio () showed that intergroup anxiety, typically measured as a single variable, is actually made up from two underlying constructs: other‐anxiety (anxiety that the other might be difficult, awkward, or actively hostile) and self‐anxiety (anxiety over thinking or doing something that is prejudiced). Other‐anxiety is associated with more negative attitudes, negative affect, and less contact, which most likely are associated with negative behaviors such as avoidance or antagonism, as typically expected from the intergroup anxiety literature.…”

Section: Resultsmentioning

confidence: 99%

When prejudice against you hurts others and me: The case of ageism at work

Paleari

Brambilla

Fincham

2019

J Applied Social Pyschol

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Ageism in the workplace has documented detrimental consequences for its victims, but its effects on those who hold ageist views are rarely investigated. A cross‐sectional study and a longitudinal study examined ageism toward both younger and older workers and its relation to intergroup contact, work behaviors, organizational identification, and the well‐being of prejudiced individuals. It was hypothesized that ageism would predict prejudiced individuals’ behaviors toward co‐workers, identification with their organization, and vitality at work, indirectly through intergroup anxiety and quality of intergroup contact. Overall, 647 employees aged 24–62 years provided data on the variables of interest. Both studies suggested that ageist views worsened the quality of intergroup contact, which in turn increased counterproductive behaviors toward co‐workers and decreased identification with the organization. Moreover, ageism marginally predicted vitality at work longitudinally through the mediation of quality of intergroup contact. No support emerged for the mediational role of intergroup anxiety. Theoretical explanations for these findings and their practical implications are discussed.

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“…These included the 20-item Self Other Intergroup Anxiety Scale (SOIAS; Greenland et al, 2012) which distinguishes self-anxiety (anxiety over thinking or doing something that is prejudiced; e.g., “I am anxious about doing something that makes me look prejudiced;” α = 0.87) and other-anxiety (anxiety that the other person might do something to you; e.g., “I am anxious about him being difficult;” α = 0.91), and Plant and Devine's (2003) generic, 4-item, intergroup anxiety measure (e.g., “I will feel uncomfortable when interacting with him;” α = 0.85). The response scale for these measures was anchored at −3 (“Strongly disagree”) and +3 (“Strongly agree”).…”

Section: Methodsmentioning

confidence: 99%

“…Similarly, there is some correlational (but no causal) data that links approach/avoidance to self- and other-anxiety. Greenland et al (Study 4, 2012) reported a positive relation between approach and self-anxiety and a negative relation between approach and other-anxiety. However, there was also a positive relation between self-anxiety and avoidance (which was interpreted by the authors as indicative of freezing; see also Vorauer and Turpie, 2004; Trawalter et al, 2009).…”

Section: Intergroup Contact As An Intergroup Interventionmentioning

confidence: 98%

“…It can be experienced as “self-anxiety” (a fear that the participant will act or think in a way that makes them appear to be prejudiced) and as “other-anxiety” (a fear that the other represents a risk or a threat; Greenland et al, 2012; see also Plant and Devine, 1998; Stephan and Stephan, 2000). However, it is often measured in the form of “generic anxiety” (measuring the intensity of participants' anxiety without exploring its content, e.g., Stephan and Stephan, 1985; Plant and Devine, 2003).…”

Section: Intergroup Contact As An Intergroup Interventionmentioning

confidence: 99%

See 1 more Smart Citation

Effects of Promotion and Compunction Interventions on Real Intergroup Interactions: Promotion Helps but High Compunction Hurts

2017

Self Cite

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HIGHLIGHTS We show the promotion intervention has positive effects during intergroup contact, but that high levels of compunction can have negative effects.Intergroup contact is probably the longest standing and most comprehensively researched intervention to reduce discrimination. It is also part of ordinary social experience, and a key context in which discrimination is played out. In this paper, we explore two additional interventions which are also designed to reduce discrimination, but which have not yet been applied to real intergroup interactions. The promotion intervention encourages participants to relax and enjoy an interaction, while the compunction intervention motivates participants to avoid discrimination. Across two studies, we tested the separate effects of promotion (Study 1) and then compunction (Study 2) on participants' interactions with a confederate whom they believed to have a history of schizophrenia. In Study 1, participants received either a promotion intervention to “relax and have an enjoyable dialogue” or no intervention (control; n = 67). In Study 2, participants completed a Single-Category Implicit Attitude Test before being told that they were high in prejudice (high compunction condition) or low in prejudice (low compunction condition; n = 62). Results indicated that promotion was associated with broadly positive effects: participants reported more positive experience of the interaction (enjoyment and interest in a future interaction), and more positive evaluations of their contact partner (increased friendliness and reduced stereotyping). There were no effects on participants' reported intergroup anxiety. In contrast, high compunction had broadly negative effects: participants reported more negative experiences of the interaction and more negative evaluations of their contact partner (using the same dependent measures outlined above). In addition, participants in the high compunction condition reported increased intergroup anxiety and increased self-anxiety (anxiety around thinking or doing something that is prejudiced). Participants in the high compunction condition also reported reduced expectancies of self-efficacy (i.e., they were less confident that they would be able to make a good impression).

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Intergroup anxiety from the self and other: Evidence from self‐report, physiological effects, and real interactions

Cited by 39 publications

References 68 publications

Measures of Intergroup Contact

Measures of Intergroup Contact

When prejudice against you hurts others and me: The case of ageism at work

Effects of Promotion and Compunction Interventions on Real Intergroup Interactions: Promotion Helps but High Compunction Hurts

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