Dovidio J F, Gaertner S L, Validzic A
Department of Psychology, Colgate University, Hamilton, New York 13346, USA.
J Pers Soc Psychol. 1998 Jul;75(1):109-20. doi: 10.1037//0022-3514.75.1.109.
The present research examined factors that moderate and mediate the reduction of intergroup bias. Two 3-person laboratory groups, which had first worked separately on a task, were informed prior to intergroup contact that (a) the groups were equal or unequal in status based on their task performance, and (b) they had been working on the same or on different task dimensions. Consistent with M. Hewstone and R. J. Brown's (1986) mutual intergroup differentiation model, bias was eliminated when the groups' areas of expertise were differentiated and equally valued (i.e., in the equal status-different dimensions conditions). Moreover, as expected on the basis of the common in-group identity model, more inclusive group representations mediated this effect. The findings of the present research thus offer a theoretical integration that can suggest interventions to facilitate positive intergroup contact.
本研究考察了调节和介导群体间偏见减少的因素。两个三人实验室小组，最初分别完成一项任务，在群体间接触之前被告知：(a) 根据任务表现，两个小组地位平等或不平等；(b) 他们一直在相同或不同的任务维度上工作。与M. 休斯通和R. J. 布朗（1986）的相互群体分化模型一致，当两个小组的专业领域有差异且被平等重视时（即地位平等-维度不同的条件下），偏见得以消除。此外，正如基于共同内群体身份模型所预期的那样，更具包容性的群体表征介导了这一效应。本研究的结果因此提供了一种理论整合，可用于提出促进积极群体间接触的干预措施。
