Questions and Answers
What fundamental dimensions of social perception are examined in the study?
What does SCM stand for?
Stereotype Content Model
The SCM model addresses only one-dimensional stereotypes.
False
The stereotype content model suggests that warmth and competence are two dimensions of ______ perception.
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What are the two dimensions borne out of the evolutionary need to recognize the intent and capabilities of others?
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What two subscales does the scale used in the survey contain?
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What was the main purpose of the survey mentioned in the content?
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The scale used in the survey asked participants to rate the preselected target groups on a 7-point Likert scale.
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The mean competence score for the Swedish woman category was __.
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What hypothesis predicts that simultaneously belonging to multiple outgroups will increase the chances and severity of discrimination?
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The subordinate-male hypothesis predicts that males of subordinate groups will face the most discrimination.
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What does the ethnic-prominence hypothesis predict will drive discrimination more than gender?
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The elderly are typically rated as higher in __________ than in competence.
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Match the following categories with their corresponding stereotype content:
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Which demographic factor produced larger differences for competence?
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Which demographic factor produced larger differences for warmth?
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What is the general research question of the current exploratory study?
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How did the addition of the signal of homosexuality impact competence ratings for the Arab homosexual woman category?
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Which age category resulted in a lower competence rating for the Arab woman?
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Why were these specific group combinations chosen for the study?
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Adding the signal of age did not substantially change the warmth scores of any of the reference groups.
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Participants in the study were randomly assigned to rate the different group combinations.
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The study used a combination of a web-based survey and a ___________ approach for data collection.
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Match the participant demographic information:
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What are the implications for selection decisions based on the intersection of ethnicity and gender?
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What does the 'de-racialization' hypothesis suggest about the perception of minority groups?
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The study found that Arab women's perceived warmth is boosted when ______ age is introduced.
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What type of groups should future research focus on to understand how sexual orientation shapes people's perceptions?
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Arab homosexual women are predicted to receive lower ratings on warmth and competence, according to the subordinate-male hypothesis.
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The main models of multiple-group membership in organizational contexts have little to say about ___ and competence perceptions.
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What does the study propose to explore further in the context of multiple categorization?
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What is the title of the article by Agerström from 2014?
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Which journal published the article by Burke and Dunlap in 2002?
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Stereotypes of Norwegian social groups were discussed in a journal article by Bursell in 2014.
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In the article by Beale from 1970, the topic of 'Double jeopardy: To be Black and ______' was discussed.
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Match the following researchers with their article title:
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Study Notes
Introduction to Stereotype Content Model (SCM)
- SCM is a model that examines how people perceive social groups and individuals in terms of two fundamental dimensions: warmth and competence.
- Warmth captures perceptions of others' intent, including traits like friendliness, trustworthiness, and sincerity.
- Competence captures perceptions of others' capabilities, including traits like intelligence, skill, and efficiency.
Multiple-Group Membership and Stereotyping
- Most previous research on stereotypes has focused on single demographic group categories, rather than their combinations.
- People inevitably belong to multiple group categories simultaneously.
- The current study examines how different combinations of demographic group categories (ethnicity, gender, sexual orientation, and age) are perceived in the workplace.
Background Research on Stereotyping
- Research has shown that people perceive social groups and individuals in terms of warmth and competence.
- Women, for example, are perceived as warmer but less competent than men.
- Older workers are perceived as warmer but less competent than younger workers.
- Businesswomen are perceived as more competent but less warm than the generic category of women.
Models of Multiple Social Categorization
- The double or multiple jeopardy hypothesis predicts that simultaneously belonging to multiple outgroups will increase the chances and severity of discrimination.
- The subordinate-male hypothesis predicts that males of subordinate groups will face the most discrimination.
- The ethnic-prominence hypothesis predicts that discrimination will be driven more by race than by gender.
Research Questions and Methods
- The current study examines how professional employees and hiring decision-makers perceive various demographic categories and their intersections in terms of warmth and competence.
- The study uses a survey that asks participants to rate the perceived warmth and competence of 16 preselected demographic group combinations.
Stereotype Content of Specific Categories
- Arab individuals are perceived as more competent than warm.
- Gay and lesbian individuals are perceived as neutral on both dimensions.
- Older workers are perceived as warmer but less competent than younger workers.
- Women are perceived as warmer but less competent than men, although businesswomen and feminists are perceived as more competent but less warm.### Study on Stereotype Content Model (SCM)
- The study examines how 55-year-old and 30-year-old workers are perceived in terms of warmth and competence in the context of work.
Methodology
- Participants were asked to rate the perceived warmth and competence of the most common occupations in Sweden.
- 16 groups were created by combining gender, ethnicity, sexual orientation, and age.
- The groups were rated by two separate samples of participants.
- The survey asked participants to indicate how the preselected groups are generally perceived in the workplace.
Participants
- A professional convenience sample of 133 recruiters and employees from various professional backgrounds participated in the study.
- The majority of participants were women (n = 87), and the average age was 41 (SD = 12.49).
- 89 participants reported working as recruiters, and their average work experience in recruitment was 8.79 (SD = 7.93) years.
Instruments
- A Warmth subscale with four items and a Competence subscale with four items were used to examine the SCM model.
- The survey was based on a previous study on warmth and competence perceptions in the Swedish workplace.
Analysis Approach
- A basic analysis examined the statistical characteristics of the SCM, such as the factorial structure, indication of mixed stereotype content, and internal consistency of the scales.
- A descriptive analysis of the sample, calculations of interrater agreement, and calculations of mean scores and confidence intervals were conducted to find differences between the groups.
- A multiple regression analysis with interaction terms was employed to investigate how interactions of ethnicity, gender, age, and sexual orientation predict differences in warmth and competence ratings.
Results
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A clear two-factor solution was found for 15 out of 16 groups, with eigenvalues larger than 1 and explaining 54 to 68% of the total variance.
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The Swedish woman group was the only category without a two-factor solution, and only one factor with an eigenvalue of greater than 1 was identified.
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The mean warmth and competence rating for the entire sample of groups is presented in Table 4.### Study on Stereotype Content and Multiple-Group Membership
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The study examines how combinations of common group memberships influence warmth and competence perceptions in a work context.
Reliability of Scales
- Cronbach's alpha values for warmth scales range from .71 to .88, and for competence scales from .78 to .93, indicating high reliability.
- Cronbach's alpha for the entire sample is .84 for warmth and .89 for competence.
Warmth and Competence Ratings
- The competence score shows more diversification between groups with mean scores ranging from 2.74 to 3.91, while the warmth score ranges from 2.94 to 3.83.
- The mean group difference score ranges from −.06 to .83 for warmth and from −.26 to .9 for competence.
Reference Categories
- The Swedish man category received the highest score on competence (M = 3.91, SE = .08), and the Arab woman category received the lowest score (M = 3.00, SE = .10).
- The Swedish woman category received the highest warmth score (M = 3.68, SE = .06), and the Arab man category received the lowest warmth score (M = 2.96, SE = .07).
Intersection with Sexual Orientation
- The addition of the homosexual orientation signal resulted in a higher competence rating for the Arab homosexual woman category (M = 3.44, SE = .08) and a higher warmth rating for the Arab homosexual woman category (M = 3.53, SE = .08).
- The Swedish homosexual man category had a higher warmth score (M = 3.83, SE = .07), but the Swedish homosexual woman category had a lower warmth score (M = 3.28, SE = .07).
Intersection with Age
- The perceived competence ratings for the Swedish man and Arab man categories remained similar with the addition of age as a category.
- The addition of the 55-year-old age group category to the Arab woman category lowered competence (M = 2.74, SE = .12), while the addition of the 30-year-old age group category increased competence (M = 3.25, SE = .10).
Three-Way Interaction
- The three-way interaction of ethnicity, gender, and sexual orientation was found to be significant for warmth scores, but not for competence scores.
- The three-way interaction of ethnicity, gender, and age was found to be significant for warmth scores, but not for competence scores.
Discussion
- The study highlights the importance of examining intersections of specific group memberships in a work context.
- The findings suggest that characteristics other than ethnicity and gender, such as sexual orientation, matter and have important intersectional qualities that influence warmth and competence perceptions.
- The study has implications for selection decisions, as recruiters may focus on different qualities depending on the categories being intersected.
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Description
This quiz explores the stereotypes associated with multiple-group membership in the workplace, particularly in the context of job applications. It delves into the perceptions of warmth and competence in employer-employee interactions.
