451:
complete a task. The confederate, as instructed by the experimenter, caused the failure or the successful achievement of the task. After the task, the white students rated the confederate's performance. Those who scored higher in ambivalence rated the black confederate more positively in the success condition but more negatively in the failure condition than the white confederate. David Bell and
Victoria Esses (2002) conducted a study indicated that response amplification occurs only when one believes that the ambivalent response is problematic. When ambivalent white Canadian students were given essays that emphasized the positivity or negativity of ambivalence (considering both the good and bad in a situation or person), only those in the negative condition engaged in response amplification.
464:
policies that would favor blacks. Writing the essay led to a more positive perception of the policy, as well as, in some cases, more positive attitudes towards blacks in general. Ambivalent people were more likely to comply with writing a positive essay than non ambivalent people. As a result of writing the essay, participants felt cognitive dissonance which led them to engage in a sort of cognitive restructuring to further reduce the dissonance. This meant engaging in more extended thinking that led to more positive beliefs about Blacks in general as well as about the specific policy. By inducing compliance in writing, they were able to induce a change in attitudes toward the target group.
414:. Rather, people are ambivalent, so their behavior in any given situation will depend on the context. People have two contrasting ideas about people with disabilities; people devalue disabilities while maintaining a benevolent sympathy towards disabled people. This leads to a conflict between basic values held by wider society and moral dilemmas in concrete daily interactions with people with disabilities. Söder proposes an ambivalence model as a better method for evaluating interactions with and attitudes about disabled people as it better captures the totality of people's sentiments.
369:
incompetent. In the workplace, nontraditional women tend to suffer from hostile sexism since they are viewed as competitors. As benevolent sexism includes perceived obligations of protection and help, it leads to women being viewed as less worthy of hiring, training, and promoting due to the concern of them being less able to effectively manage both personal and professional. Fiske contends that when addressing bias against women, both demeaning benevolence and dangerous hostility must be account for.
22:
434:(PWE) and how it relates to perceptions of refugees. Participants completed survey questions regarding social contact, attitudes toward specific ethnic groups, general attitudes toward refugees, and the Humanitarianism/Protestant Work Ethic Scale. They found that the ambivalent attitudes toward refugees is based on the "dual maintenance of American values", egalitarianism and PWE. In testing the
430:. They described attitudes toward immigrants and refugees as ambivalent since on the one hand they are perceived "sympathetically, as disadvantaged, and deserving of justice", but on the other hand, they are seen as "more likely to be involved in crime and a burden on the public system." Matsuo and McIntyre used a sample survey of college students to test egalitarianism and the
468:
groups of stereotypes, emotional prejudices, and discriminatory tendencies. When working to counteract prejudice, the focus should be on the most stereotypically negative aspect for a group, for example, competence for older people. In addition, constructive contact, that involving cooperation and equal status in the setting, for example, between groups improves
181:. The combined perception of groups as warm but incompetent leads to pitied groups, such as traditional women or older people. The combined perception of groups as competent but cold leads to envied groups, such as nontraditional women or minority entrepreneurs. Fiske uses this conception of prejudice to explain
237:
When that is applied to race, many people are torn. They see disadvantaged people of other races as not working hard enough to be worth as much as people of their own race, but they also understand that people of other race have a harder time financially and socially. Those mixed emotions lead to ambivalence.
244:
were to blame for ambivalent prejudice. According to MacDonald and Zanna, people can like others and respect others, and both emotions work independently of each other. When a person feels those things towards an entire group, it is because of stereotypes. Therefore, a person can like and disrespect
463:
Leippe and
Eisenstadt found that dissonance mediated changed may be more successful when an internal conflict already exists, that is, when individuals possess cognitive dissonance that can be a result of ambivalence. In three experiments, whites were encouraged to write essays regarding scholarship
236:
Irwin Katz and Glen Hass (1988) believed that contradicting
American values are to blame for ambivalent prejudice. The first value is that hard work will always pay off and people get what they deserve, but the other value is that all people are equal and that people should help the less fortunate.
467:
Fiske suggests several methods to mitigate ambivalent prejudice particularly in the context of business management. These methods mainly involve an increased awareness and recognition of the different types of prejudice. She states that not all prejudices are alike, but they do create predictable
272:
Women who resist traditional gender roles are punished by hostile sexism which resembles old-fashioned sexism. The theory predicts resentment of nontraditional women along each dimension: dominative paternalism, competitive gender differentiation, and heterosexual hostility. Conversely, women who
450:
For example, whites' evaluations of blacks who are presented positively or negatively tend to be more extreme than evaluations of similar white individuals. Hass et al. (1991) had white students participate in an experiment in which each of them worked with either a white or black confederate to
156:
Bernard
Whitley and Mary Kite contend that this dissonance motivates people to alter their thoughts in an attempt to reduce their discomfort. Depending on the situation or context that has primed them, people will give priority to either the positive beliefs or the negative beliefs, leading to a
276:
The ASI is a self-report measure composed of 22 items, 11 for each subscale: hostile sexism and benevolent sexism. Both subscales can be either calculated separately or averaged together to get an overall measure of sexism. The assessment consist of a series of statements with which respondents
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co-operate with traditional gender roles and relationships evoke benevolent sexism, which comprises protective paternalism, complementary gender differentiation, and heterosexual intimacy. The ASI measures sexism along all of the six dimensions that compose hostile sexism and benevolent sexism.
268:
Researchers use a variety of methods to measure ambivalent prejudice. The most widely used method is the
Ambivalent Sexism Inventory (ASI) for sexism created by Glick and Fiske in 1996. Typical of all ingroup-outgroup relations, one group (men) has a much greater societal status because to male
446:
In order to reduce the negative feelings brought about by cognitive dissonance, people may engage in response amplification. Response amplification is defined by engaging in a more extreme response to a stigmatized individual in comparison to a similar but non-stigmatized individual than the
224:
Irwin Katz said that ambivalent prejudice occurs when only the individual becomes aware of the conflicting attitudes, which can be caused for most people simply by coming face to face with someone from the outgroup. According to Katz, that conflict of attitudes can cause problems with one's
368:
protects women who are perceived as adhering to traditional gender roles, such as housewives and secretaries. Fiske asserts that these two forms of sexism comprise ambivalence. On the one hand, women are viewed as competent but not warm, while on the other hand, they are viewed as warm but
269:
ambivalence has three sources: paternalism, gender differentiation, and heterosexuality. The assessment measures an individual's endorsement of ambivalent sexism, a theory of that postulates that male ambivalence has three sources: paternalism, gender differentiation, and heterosexuality.
401:
are viewed ambivalently mainly to the extent that white
Americans simultaneously harbor a more subjectively positive and a more hostile attitude, which can flip from one polarity to the other, depending on individual differences in beliefs and on situational cues."
355:
reflects the duality of hostility towards women and the tendency for women to be rated more positively than men in surveys. Hostile sexism impacts those perceived as nontraditional women who threaten male power, for example, female professionals and intellectuals,
454:
In addition to racial contexts, response amplification has been found in multiple contexts including in cases of able bodied people interacting with disabled individuals, women and men rating members of the opposite sex, and ratings of female feminists.
385:. These competing evaluations include hostile (antiblack) sentiments and subjectively sympathetic but paternalistic (problack) sentiments. Problack attitudes attribute black disadvantage to larger social structures and factors including
280:
Certain items are reversed coded so that agreement with the statement indicates lower levels of sexism and disagreement with the statement indicates higher levels of sexism. Example items from the ASI include:
177:
groups around the world: the ideas that status predicts perceived competence and that cooperation predicts perceived warmth. Two combinations of competence and warmth produce ambivalent
221:
and how some people often have ambivalent attitudes towards people of other races. This means that their behavior is also ambivalent: "sometimes it is positive, sometimes negative."
857:
Hass, R. Glen; Katz, Irwin; Rizzo, Nina; Bailey, Joan; Eisenstadt, Donna (February 1991). "Cross-Racial
Appraisal as Related to Attitude Ambivalence and Cognitive Complexity".
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situation calls for. This can include overdoing both positive responses and negative responses depending on whether the situation calls for a positive or negative response.
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Researchers use various other methods to measure different types of ambivalent prejudices. For example, the Modern Racism Scale measures aspects of ambivalent racism.
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Below is a series of statements concerning men and women and their relationships in contemporary society that this study wrote for their subjects to evaluate.
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Katz, Irwin; Hass, R. Glen (December 1988). "Racial ambivalence and
American value conflict: Correlational and priming studies of dual cognitive structures".
213:
According to
Whitley and Kite, ambivalent prejudice comes from one person having both good and bad thoughts about an outgroup. The example in their book
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MacDonald, T. K.; Zanna, M. P. (April 1998). "Cross-Dimension
Ambivalence toward Social Groups: Can Ambivalence Affect Intentions to Hire Feminists?".
934:
Leippe, Michael R.; Eisenstadt, Donna (September 1994). "Generalization of Dissonance Reduction: Decreasing Prejudice Through Induced Compliance".
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of the topic and provide significant coverage of it beyond a mere trivial mention. If notability cannot be shown, the article is likely to be
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141:(a group of people that do not belong to an individual's own group), they experience an unpleasant mental feeling generally referred to as
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people of other races because of certain stereotypes, or they can dislike but respect the same group of people for other stereotypes.
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There are actually very few women who get a kick out of teasing men by seeming sexually available and then refusing male advances.
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In a study testing the nature of ambivalent prejudice, Hisako Matsuo and Kevin McIntyre (2005) studied American attitudes toward
70:
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asserts that "black people are unambitious, disorganized, free-riding, and do not value education." Fiske states that "black
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indicate their level of agreement on a 6-point Likert scale in which 0 means disagree strongly and 5 means agree strongly.
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Bell, David W.; Esses, Victoria M. (August 2002). "Ambivalence and Response Amplification: A Motivational Perspective".
84:
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252:. He proposed that ambivalent prejudice stems from two views. There is the individualistic attitude that values the
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because it seems as if one is not living up to all important values that one holds. The conflict can cause negative
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No matter how accomplished he is, a man is not truly complete as a person unless he has the love of a woman.
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People are often truly happy in life without being romantically involved with a member of the other sex.
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808:"Social psychological measures of stereotyping and prejudice." In G. Boyle & D. Saklofske (eds.),
256:, an attitude that is associated with more negative attitudes toward outgroups. The other view is an
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Söder suggests that people do not have fixed cognitive assumptions or emotions about people with
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138:
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Söder, Mårten (1990). "Prejudice or Ambivalence? Attitudes Toward Persons with Disabilities".
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theory that states that, when people become aware that they have conflicting beliefs about an
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438:, they found that only when contact is personal and cooperative does prejudice decrease.
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or humanitarian one, which is associated with more positive attitudes toward outgroups.
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Women, as compared to men, tend to have a more refined sense of culture and good taste.
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Ambivalent Prejudice toward Immigrants: The Role of Social Contact and Ethnic Origin
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145:. These feelings are brought about because the individual on one hand believes in
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615:"Managing Ambivalent Prejudices: Smart-but-Cold and Warm-but-Dumb Stereotypes"
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virtues such as helping those in need, but on the other hand also believes in
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393:, and lack of opportunities. In contrast, hostile antiblack racism, like
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Matsuo and McIntyre applied the concept of ambivalent prejudice to
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The Annals of the American Academy of Political and Social Science
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Please help to demonstrate the notability of the topic by citing
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Feminists are not seeking for women to have more power than men.
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Women, compared to men, tend to have superior moral sensibility.
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Most women interpret innocent remarks or acts as being sexist.
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Measures of Personality & Social Psychological Constructs
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Measures of Personality & Social Psychological Constructs
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Most women fail to appreciate fully all that men do for them.
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Many women have a quality of purity that few men possess.
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Ambivalent racism depicts two contrasting reactions by
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Matsuo, Hisako; McIntyre, Kevin P. (August 12, 2005).
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virtues such as working hard to improve one's life.
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303:Women should be cherished and protected by men.
300:Every man ought to have a woman whom he adores.
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664:The Psychology of Prejudice and Discrimination
549:The Psychology of Prejudice and Discrimination
215:The Psychology of Prejudice and Discrimination
173:, there are two underlying characteristics of
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240:Tara MacDonald and Mark Zanna suggested that
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666:. Wadsworth: Cengage Learning. p. 214.
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157:corresponding behavioral shift known as
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551:. Wadsworth: Cengage Learning.
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33:general notability guideline
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948:10.1037/0022-3514.67.3.395
812:. Elsevier/Academic Press.
799:. Elsevier/Academic Press.
708:10.1037/0022-3514.55.6.893
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287:Benevolent sexism subset:
40:reliable secondary sources
29:The topic of this article
906:10.1177/01461672022811012
839:10.1080/02674649066780241
681:. Hillsdale, NJ: Erlbaum.
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31:may not meet Knowledge's
871:10.1177/0146167291171013
783:Loews Philadelphia Hotel
777:. Annual meeting of the
737:10.1177/0146167298244009
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208:
316:Hostile sexism subset:
492:Ingroups and outgroups
470:emotional intelligence
442:Response amplification
159:response amplification
67:"Ambivalent prejudice"
497:Role congruity theory
432:Protestant work ethic
254:Protestant work ethic
165:Theoretical framework
482:Benevolent prejudice
395:old-fashioned racism
143:cognitive dissonance
135:social psychological
131:Ambivalent prejudice
502:Women are wonderful
781:. Marriott Hotel,
362:political lesbians
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487:Hostile prejudice
366:benevolent sexism
353:Ambivalent sexism
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424:immigrants
418:Xenophobia
227:self-image
179:prejudices
78:newspapers
52:redirected
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879:143464653
745:143692981
399:Americans
358:feminists
42:that are
962:Category
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512:Tokenism
476:See also
428:refugees
264:Measures
231:emotions
203:classism
197:biases,
139:outgroup
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406:Ableism
381:toward
92:scholar
56:deleted
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373:Racism
360:, and
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426:and
219:race
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