Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback

We manipulated personalization and group performance feedback to examine their effects on intergroup attributions and prejudice. Following high or low levels of personalized contact with a typical out-group member, participants learned either that the out-group had generally succeeded or that the in-group had failed at the participant’s task. Under high personalization and out-group success, participants exhibited less attributional bias in explaining the success of new out-group job applicants and less prejudice toward them than those under low personalization. By contrast, when one’s in-group had failed, we found similar favorability toward in-group and out-group job applicants. Importantly, when ability attributions and friendliness were separately combined with subjective personalization, both combinations mediated the effects of manipulated personalization in reducing prejudice toward new out-group persons

The Application of the Personalization Model in Diversity Management

In an attempt to extend the existing approaches to diversity management, and present a theoretically based intervention strategy that offers ways to reduce prejudice at the workplace, this article reviews the Personalization Model (Brewer & Miller, 1984; Ensari & Miller, 2002; Miller, 2002) and its components (self-other comparison, self-disclosure, and empathy). We argue that, when applied in an organizational context, personalization can improve intergroup relations in organizations, and thereby increase effectiveness and productivity. The present article also discusses how personalization effects can be extended to the out-group as a whole, and proposes alternative ways to implement it in organizations. We further present ideas for future research that can potentially explore the beneficial effects of intergroup personalized contact at the workplace

Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback

International audienceWe manipulated personalization and group performance feedback to examine their effects on intergroup attributions and prejudice. Following high or low levels of personalized contact with a typical out-group member, participants learned either that the out-group had generally succeeded or that the in-group had failed at the participant's task. Under high personalization and out-group success, participants exhibited less attributional bias in explaining the success of new out-group job applicants and less prejudice toward them than those under low personalization. By contrast, when one's in-group had failed, we found similar favorability toward in-group and out-group job applicants. Importantly, when ability attributions and friendliness were separately combined with subjective personalization, both combinations mediated the effects of manipulated personalization in reducing prejudice toward new out-group persons

The Application of the Personalization Model in Diversity Management

International audienceIn an attempt to extend the existing approaches to diversity management, and present a theoretically based intervention strategy that offers ways to reduce prejudice at the workplace, this article reviews the Personalization Model (Brewer & Miller, 1984; Ensari & Miller, 2002; Miller, 2002) and its components (self-other comparison, self-disclosure, and empathy). We argue that, when applied in an organizational context, personalization can improve intergroup relations in organizations, and thereby increase effectiveness and productivity. The present article also discusses how personalization effects can be extended to the out-group as a whole, and proposes alternative ways to implement it in organizations. We further present ideas for future research that can potentially explore the beneficial effects of intergroup personalized contact at the workplace

Comparison of the relationship between body mass index and apnea hypnoea index in different age groups in obstructive sleep apnea syndrome patients

13. Uluslararası Kulak Burun Boğaz ve Baş Boyun Cerrahisi Kongresi’nde (5-7 Nisan 2018, Ankara) sözlü bildiri olarak sunulmuştur.Obezite tıkayıcı uyku apne sendromu (TUAS) için iyi tanımlanmış bir risk faktörüdür, ancak obezitenin TUAS gelişim riski üzerine etkileri, farklı yaş gruplarında farklı bulunmuştur. Bu çalışma ile farklı yaş gruplarında, vücut kitle indeksi (VKİ) ile apne hipopne indeksi (AHİ) arasındaki ilişkinin araştırılması ve obezitenin TUAS ağırlığı üzerine etkilerinin yaş grupları arasındaki farkının araştırılması amaçlandı. TUAS ön tanısı ile tüm gece polisomnografisi yapılan hastaların polisomnografik kayıtları retrospektif olarak incelendi. Çalışmaya dahil edilme kriterlerini karşılayan 236 hasta, yaş aralıklarına göre 4 farklı gruba ayrıldı. Grupları sırası ile 40 yaş altı, 41-50 yaş arası, 51-60 yaş arası ve 60 yaş üstü hastalar oluşturdu. Tüm hastaların ve her bir grubun VKİ ve AHİ’leri arasındaki korelasyon araştırıldı. Altmış yaş üstü hasta grubu haricindeki tüm gruplarda VKİ ile AHİ arasında istatistiki anlamlı aynı yönlü korelasyon saptandı. Literatürle uyumlu olarak ileri yaş grubunda obezitenin TUAS şiddeti üzerine etkisi, diğer yaş gruplarına göre daha düşük olduğu sonucuna ulaşıldı.Obesity is a well-defined risk factor for obstructive sleep apnea syndrome (OSAS), but the effects of obesity on OSAS development risk are different in different age groups. The aim of this study was to investigate the relationship between body mass index (BMI) and apnea hypopnea index (AHI) in different age groups and to investigate the effect of obesity on OSAS severity among age groups. Polysomnographic records of patients who underwent whole night polysomnography with OSAS pre-diagnosis were retrospectively reviewed. Two hundred thirty-six patients who met the inclusion criteria were divided into 4 groups according to their age range. The groups were composed of patients under the age of 40, between the ages of 41-50, between the ages of 51-60 and over 60. Correlations between BMI and AHI of all patients and each group were investigated. There was a statistically significant correlation between BMI and AHI in all groups except patients over 60 years of age. .In accordance with the literature, the effect of obesity on OSAS severity in the elderly group was found to be lower than in the other age groups

Negative Affect and Political Sensitivity in Crossed Categorization: Self-Reports versus EMG

We experimentally examined the effects of negative integral affect on preferences among the double in-group (ii), crossed (io and oi), and double out-group (oo) targets of the crossed categorization paradigm. We used insults from members of politically sensitive vs. non-sensitive out-group categories of a crossed target (Oi) to induce affect. Dependent measures included self-reports and a psycho-physiological measure of affect (facial electromyography, EMG). Under no insult, participants conformed to social desirability pressure and favorably evaluated targets with a politically sensitive out-group membership, whereas facial EMG measures indicated greater negativity toward those same targets. Negativity of self-report and facial EMG measures converged, however, when members of a politically sensitive out-group category had provided hostility-justifying insults