The ISI Change phenomenon: When contradicting one stereotype changes another

Abstract

Stereotype-incongruent information Stereotype learning paradigm Indirect Stereotype-Incongruence Induced (ISI) Change phenomenonWhen a population is perceived to consist of two mutually exclusive and exhaustive groups, the stereotypes that people form of these groups are likely to be interdependent. We predicted that stereotype-incongruent information about members of one group (target group) may then evoke change in the stereotype of another group (alternative group) even in the absence of any stereotype-incongruent information about members of the alternative group. We demonstrated this Indirect Stereotype-Incongruence Induced (ISI) Change phenomenon in two studies using novel groups (Study 1 and 2). The effect occurred when the incongruent information was about a competent target group (changing the stereotype about the less competent alternative group) but not when it was about an incompetent target group (Study 2). The ISI Change phenomenon implies that stereotypes may change even in the absence of directly stereotype-incongruent information.

Geographic Variation in the Black-Violence Stereotype

“…Integrating geographic studies and individual-level experiments is also a way to further establish a causal link between an individual’s environment and their psychological characteristics (Oishi, Talhelm, & Lee, 2015). Given past research showing that individuals easily learn stereotypes when given information about members of novel groups (Biernat & Crandall, 1996; Manis et al, 1986, 1988; Maris & Hoorens, 2012), we have some confidence that our prediction regarding the direction of causality (i.e., exposure to crime rates facilitate stereotype formation) is correct. Information (from the media, experience, or word of mouth) about the race of a perpetrator of violent crime should have a similar impact on one’s stereotype that Black people are violent.…”

“…Although culturally transmitted beliefs no doubt form a part of stereotypes, actual events (e.g., hearing about a violent crime) should influence them as well. Experimental research on stereotype formation consistently shows that stereotypes are formed about novel groups when base rates of some behavior vary between groups (Biernat & Crandall, 1996; Manis, Nelson, & Shedler, 1988; Manis, Paskewitz, & Scotler, 1986; Maris & Hoorens, 2012). For example, Biernat and Crandall (1996) gave information about assertive behaviors that individual students from two fictitious schools had engaged in.…”

Exploring Implications of Categories: Categorical Stereotypes in Organizational Research

“…In gender stereotypes, men are considered more competent than women and women considered warmer than men (Leach, Carraro, Garcia, & Kang, 2017). Research shows that persistent stereotypes inconsistent information that alters the stereotypes of a focal category also impacts those of adjacent categories (Maris, Claes, Van Damme, & Hoorens, 2016;Maris & Hoorens, 2012). For instance, whereas female leaders are believed to be more relationship-oriented (an extension of the high warmth gender stereotype), male leaders are believed to be more task-oriented (an extension of the high competence gender stereotype) (Maris et al, 2016).…”