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      Reducing gender identity bias through imagined intergroup contact

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      https://www.riss.kr/link?id=O127276519

      • 저자
      • 발행기관
      • 학술지명
      • 권호사항
      • 발행연도

        2018년

      • 작성언어

        -

      • Print ISSN

        0021-9029

      • Online ISSN

        1559-1816

      • 등재정보

        SSCI;SCOPUS

      • 자료형태

        학술저널

      • 수록면

        457-474   [※수록면이 p5 이하이면, Review, Columns, Editor's Note, Abstract 등일 경우가 있습니다.]

      • 구독기관
        • 전북대학교 중앙도서관  
        • 성균관대학교 중앙학술정보관  
        • 부산대학교 중앙도서관  
        • 전남대학교 중앙도서관  
        • 제주대학교 중앙도서관  
        • 중앙대학교 서울캠퍼스 중앙도서관  
        • 인천대학교 학산도서관  
        • 숙명여자대학교 중앙도서관  
        • 서강대학교 로욜라중앙도서관  
        • 계명대학교 동산도서관  
        • 충남대학교 중앙도서관  
        • 한양대학교 백남학술정보관  
        • 이화여자대학교 중앙도서관  
        • 고려대학교 도서관  
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      다국어 초록 (Multilingual Abstract)

      Transgender individuals face high levels of stereotyping, prejudice, discrimination, and violence. However, there is a paucity of research (particularly experimental work) investigating the magnitude of gender identity bias (GIB) targeting transgender...

      Transgender individuals face high levels of stereotyping, prejudice, discrimination, and violence. However, there is a paucity of research (particularly experimental work) investigating the magnitude of gender identity bias (GIB) targeting transgender individuals, as well as interventions designed to ameliorate it. To address this gap, we conducted experimental investigations of reactions to identical, highly qualified men or women job applicants described as either transgender or cisgender (Experiments 1a, 1b), and tested the efficacy of an imagined intergroup contact (IIC) intervention (relative to a control condition) in ameliorating GIB against transgender women (Experiment 2). As expected, all applicants were perceived as equally highly competent, adding to the literature suggesting that clearly demonstrating excellent qualifications can prevent biased judgments of candidate competence. However, revealing GIB, transgender men and women were rated as less likeable and hirable than the identical cisgender applicants, despite the fact that they were viewed as equally competent (Experiments 1a, 1b). Providing additional evidence of GIB, in the absence of IIC, participants rated a transgender female applicant as less likeable and hirable than the identical cisgender applicant, and also reported less self‐other overlap and perspective taking for the transgender applicant (Experiment 2). However, these target gender identity differences were reduced (for likeability) or fully eliminated (for the remaining outcomes) in the IIC condition. Put another way, while reactions to the cisgender applicant were unaffected by intervention condition, IIC elevated perceptions of the transgender applicant, suggesting that it may function as an effective GIB intervention.

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