The influence of perceived warmth and competence on realistic threat and willingness for intergroup contact

Abstract

Unwillingness for contact with outgroup members is a form of prejudice. In two studies, we tested the proposition that perceived competence has an indirect effect on willingness for intergroup contact through its effect on realistic threat, and that perceived warmth moderates this relationship. In Study 1, Hong Kong students (N = 144) rated the perceived warmth and competence of an outgroup, Mainland Chinese students, as well as the extent to which they perceived the group as presenting a realistic threat, and willingness for contact with them. In Study 2 (N = 205), we attempted to manipulate the warmth (high vs. low) and competence (high vs. low) of an unfamiliar outgroup, and tested the effects on realistic threat and willingness for intergroup contact. In both studies, we found an interaction effect between warmth and competence in the prediction of realistic threat. When the outgroup was perceived as warm, competence was found to have a negative association with realistic threat (Study 1), whereas when the outgroup was perceived as lacking warmth, competence was found to have a positive association with realistic threat (Study 2). In both studies, perceived warmth moderated the indirect effect of perceived competence on willingness for intergroup contact. Implications for the role of warmth and competence stereotypes in threat perception and prejudice are discussed.

Robot with humanoid hands cooks food better?

“…Warmth refers to the degree of foods made by robotic chef with sincerity, love and passion. Items for warmth were adapted from Fiske et al (2002), Awale et al (2019) and Fuchs et al (2015). This portion contained four items.…”

“…Competence refers to the ability of robotic chef to make high quality foods. Items for competence were adapted from Fiske et al (2002) and Awale et al (2019). This portion contained five items.…”

The Impact of Response Instruction and Target Group on the BIAS Map

“…Nonetheless, a number of studies employing the SCM and the BIAS map have used a different response instruction, focusing on participants’ evaluations from their own individual perspective . Diverging from the original social, group-centered, shared cultural perspective, these studies instructed their participants to express personal stereotypical beliefs, by for instance asking them about “your opinion about a particular group” or “how (e.g., warm) do you think this person is” ( Becker and Asbrock, 2012 ; Koschate et al, 2012 ; Matthews and Levin, 2012 ; Durante et al, 2014 ; Awale et al, 2018 ; Constantin and Cuadrado, 2019 ; Kotzur et al, 2019b , Study 2; Sweetman et al, 2013 ; Ponsi et al, 2016 ; Sink et al, 2018 , Study 2; Ufkes et al, 2012 ).…”

Procedural justice enactment as an instrument of position protection: The three‐way interaction between leaders' power position stability, followers' warmth, and followers' competence

“…Leaders arguably will see competent but cold followers as threats because these followers have the ability to carry out their bad intentions to challenge the leader's position. Indeed, previous studies have shown that people are more likely to see out‐group individuals as threats when they perceive them as being competent and cold (Awale, Chan, & Ho, 2019). More directly relevant to our research, Tai et al (2012) suggested that employees with high competence and low warmth are more likely to trigger leaders' envy toward employees.…”