Paradoxes of praise: Identity‐inconsistent praise results in praise‐inconsistent responses

Abstract

In four experimental studies, we explored the effect of consistency between central group values and the content of group‐directed praise on group‐based esteem, group identification, and willingness to express attitudes and intentions (in)consistent with the content of praise. Study 1 used pre‐existing groups with clearly defined central values, Study 2 relied on individual differences in perceptions of central group values within the same social group, and Studies 3 and 4 manipulated the centrality of group values experimentally. The results demonstrated that identity‐inconsistent praise resulted in lower group‐based esteem (Studies 1–4), and reduced group identification (Study 4), as compared to identity‐consistent praise. In addition, in all studies, identity‐inconsistent praise led to stronger willingness to reaffirm (the ignored) central group characteristics than identity‐consistent praise. The results are consistent with extensions of the self‐verification approach to the collective self.

Is Group-Directed Praise Always Welcome? Reactions to Ingroup and Outgroup Praise Depend on Linguistic Abstraction

“…Moreover, recipients react with anger to group-directed compliments and attribute more prejudice to the speaker when the compliments are given on stereotypical dimensions, and group membership is salient (Garcia et al, 2006). However, praise that is inconsistent with the group's central characteristics can have negative repercussions, too: As shown by Rabinovich and Morton (2017), recipients of inconsistent praise reported lower group-based esteem, a weaker ingroup identification, and stronger ingroup stereotypes compared to recipients of consistent praise.…”

Why do outsiders commend us? Reactions to group-based praise concerning morality or competence

“…For instance, recipients exposed to positive feedback on a certain dimension might infer that the speaker is omitting negative information, especially stereotyped information (e.g., Fiske et al, 2015). Moreover, recipients reported lower group-based esteem and lower ingroup identification in response to praise inconsistent (vs. consistent) with their beliefs about the core characteristics of their group (Rabinovich & Morton, 2017). However, even compliments concerning stereotypical characteristics of the group might trigger anger and enhance the attribution of prejudice to the speaker (Garcia et al, 2006).…”

You Just Don’t Get Us!

“…Thus, for example, participants preferred to interact with outgroup members who verified negative as well as positive qualities of their group (Gómez et al, 2009). Furthermore, participants who received feedback that challenged their identities may subsequently work to reaffirm the central values of their group (Rabinovich & Morton, 2015).…”