Collange Julie, Fiske Susan T, Sanitioso Rasyid
Université Paris Descartes.
Princeton University.
Soc Cogn. 2009;27(1). doi: 10.1521/soco.2009.27.1.138.
The present study examines how target group's stereotype content (on warmth and competence dimensions) influences subsequent target evaluation following self-threat related to one's competence. Participants first received threatening or non-threatening feedback on their competence. They evaluated then a job candidate who was stereotyped either as competent and cold (Asian) or as warm and incompetent (working mother). As predicted, threatened participants derogated only the Asian target on her perceived warmth and her suitability for a job, but did not derogate the working mother. Moreover, perceived warmth mediated the observed differences in the evaluation of the targets' job suitability. These results extend research on self-threat and prejudice by including Stereotype Content Model in this link.
本研究考察了目标群体的刻板印象内容（在热情和能力维度上）如何影响在与自身能力相关的自我威胁之后对目标的后续评价。参与者首先收到关于其能力的威胁性或非威胁性反馈。然后他们评估了一位被刻板化为有能力但冷漠（亚洲人）或热情但无能力（职业母亲）的求职者。正如预期的那样，受到威胁的参与者仅贬低了亚洲目标在其被感知到的热情以及她对工作的适合性方面，但没有贬低职业母亲。此外，感知到的热情介导了在对目标工作适合性评价中观察到的差异。这些结果通过在这一关联中纳入刻板印象内容模型，扩展了关于自我威胁和偏见的研究。
