Isabel Cuadrado

Aplicación extendida del Modelo del Contenido de los Estereotipos (MCE) hacia tres grupos de inmigrantes en España

Resumen Este trabajo pretende aplicar y ampliar el Modelo del Contenido de los Estereotipos (MCE) en España, con el fin de conocer los estereotipos de una muestra de españoles sobre los tres principales grupos de inmigrantes en dicho país. Se incluyó la moralidad y la sociabilidad como dimensiones separadas, frente a la dimensión unitaria de calidez. Los participantes evaluaron a marroquíes (N = 140), rumanos (N = 134) y ecuatorianos (N = 139) en diferentes características (estereotipos), así como en el estatus y la competición con las que los percibían. Un Análisis Factorial Confirmatorio reveló que el modelo formado por tres dimensiones presentaba un mejor ajuste que otros modelos más sencillos, confirmando que moralidad, sociabilidad y competencia son dimensiones diferentes en la percepción exogrupal. Los resultados se discuten abordando la utilidad del MCE, considerando la dimensión de moralidad, y la ambivalencia de los estereotipos hacia diferentes grupos inmigrantes.

Cuestiones teóricas y datos preliminares sobre tres estilos de liderazgo

Resumen El análisis de los tres estilos de liderazgo más investigados, es decir, autocrático-democrático, orientado a la tarea-orientado a las relaciones, transformacional-transaccional, sirve como punto de partida de un análisis más profundo de las implicaciones del concepto de ‘estilo de liderazgo’ para el proceso de liderazgo en general y, muy especialmente, como una introducción a la cuestión emergente de las relaciones entre ‘liderazgoy cultura’. Se pidió a noventa estudiantes de psicología que indicaran la similitude percibida en varios pares de items previamente seleccionados que representaban en unos casos un mismo estilo de liderazgo, y en otros, diferentes estilos de liderazgo, y que posteriormente los evaluaran como representativos de un estilo u otro de liderazgo. En una clara muestra de su correcta percepción de cada estilo, los participantes no tuvieron problemas para ajustar correctamente cada ítem a la categoría original ni para hacer la evaluación esperada. La parte final del trabajo explora y discute otras posibilidades de investigación en este dominio.

Acculturation Preference Profiles of Spaniards and Romanian Immigrants: The Role of Prejudice and Public and Private Acculturation Areas

ABSTRACT The main goal of this study was to identify acculturation preference profiles using cluster analysis in public and private areas of culture in the host and immigrant populations, and to find out the relationship between these profiles and prejudice levels. Four hundred and ninety-nine Spaniards and 500 Romanians participated in a survey. The sampling of Spaniards was multistage random and the sampling of Romanians was by quota. The results confirm our predictions. Romanians who are less prejudiced against Spaniards prefer assimilation in public areas and integration in private areas. Romanians who are more prejudiced against Spaniards prefer integration in public areas and separation in private areas. Spaniards who are less prejudiced against Romanians prefer integration in both public and private areas. Spaniards who are more prejudiced against Romanians prefer assimilation in both areas.

Sexismo hostil y benevolente: dimensiones de comparación intergrupal, imagen de los subtipos de mujer y autoimagen del endogrupo

Resumen La presente investigación analiza la relación entre tipos de sexismo y estrategias intergrupales. En concreto, se exploran las dimensiones atribuidas por el endogrupo de los hombres a distintos subtipos de mujeres, y la relación entre tipos de sexismo y estrategias de diferenciación intergrupal y favoritismo endogrupal. Para ello, 180 hombres con una edad media de 37,67 años (DT = 12,1) cumplimentaron una de las tres versiones (mujer tradicional, mujer independiente y mujer sexy) de un cuestionario que contenía varias medidas: medida de rasgos y atributos para evaluar la percepción de la mujer estímulo; medida de rasgos y atributos de comparación endo-exogrupal y medida de sexismo. Los resultados generales pusieron de manifiesto que el tipo de mujer a la que se le asignan más características positivas es la independiente, aunque resulta también la más discriminada en la asignación de características negativas. Asimismo, el sexismo hostil y el benevolente hacia la mujer independiente se relacionan tanto con una tendencia a favorecer al endogrupo en la comparación, como a distanciarse de ese tipo de mujer por tener una imagen negativa de ella. Estos resultados se discuten en el marco de la Teoría de la Identidad Social.

Perfiles de aculturación según el Modelo Ampliado de Aculturación Relativa: autóctonos, inmigrantes rumanos y ecuatorianos

Resumen El objetivo del presente trabajo ha sido detectar, empleando el Modelo Ampliado de Aculturación Relativa (MAAR), y tomando como referencia a inmigrantes rumanos y ecuatorianos y a autóctonos españoles, aquellos ámbitos socioculturales en los que pueden predecirse relaciones conflictivas o problemáticas entre inmigrantes y autóctonos—frente a los que muestran relaciones consensuadas—, con el fin de orientar la intervención. Han participado 1967 personas, de las cuales 992 son autóctonas y 975 son inmigrantes (475 de origen ecuatoriano, y 500 de origen rumano). Los resultados indican, a partir de un análisis de clúster en las diferentes muestras, que hay una preferencia generalizada por la “asimilación” en los ámbitos periféricos del MAAR (compartida por autóctonos e inmigrantes), por lo que las relaciones en ellos tienden a ser consensuadas. En los ámbitos centrales se prevén relaciones problemáticas y conflictivas, dado que la preferencia de los autóctonos por la “asimilación”, tanto de rumanos como de ecuatorianos, difiere de las preferencias de éstos en dichos ámbitos, que varían entre la “integración” y la “separación”.

I will help you because we are similar: Quality of contact mediates the effect of perceived similarity on facilitative behaviour towards immigrants

This research aimed to analyse interpersonal behaviour towards immigrants by exploring related psychosocial variables such as intergroup similarity and quality of intergroup contact. A new interpersonal behavioural tendencies scale was developed. In Study 1, Spanish participants reported their willingness to take different actions towards a Moroccan (i.e. a devalued target, n = 132) or an Ecuadorian (i.e. a valued target, n = 138), perceived intergroup similarity and quality of intergroup contact. Multigroup confirmatory factor analysis identified the expected dimensions: active facilitation (AF), passive facilitation (PF), passive harm (PH) and active harm (AH). Participants reported less similarity, less pleasant contact, less AF and less PF, and more PH with respect to Moroccans relative to Ecuadorians. Quality of contact mediated the effect of perceived similarity on interpersonal behaviour (especially facilitative behaviour) towards immigrants. Study 2 (N = 134) confirmed that this mediation effect also applied to Romanian immigrants, and tested a serial mediation pathway, in which perceived similarity affected symbolic threat, which in turn affected quality of contact, which finally affected behaviour. Changing perceived intergroup similarity might be a way of improving the quality of contact with minority groups, and this would be expected to increase pro-social behaviour towards such groups.

Extracting the evaluations of stereotypes: Bi-factor model of the stereotype content structure

Stereotype dimensions—competence, morality and sociability—are fundamental to studying the perception of other groups. These dimensions have shown moderate/high positive correlations with each other that do not reflect the theoretical expectations. The explanation for this (e.g., halo effect) undervalues the utility of the shared variance identified. In contrast, in this work we propose that this common variance could represent the global evaluation of the perceived group. Bi-factor models are proposed to improve the internal structure and to take advantage of the information representing the shared variance among dimensions. Bi-factor models were compared with first order models and other alternative models in three large samples (300–309 participants). The relationships among the global and specific bi-factor dimensions with a global evaluation dimension (measured through a semantic differential) were estimated. The results support the use of bi-factor models rather than first order models (and other alternative models). Bi-factor models also show a greater utility to directly and more easily explore the stereotype content including its evaluative content.

The effects of emotions on the associations between stereotypical characteristics of successful and unsuccessful leaders and evaluations of their performance

This study investigated how emotions (admiration; envy; contempt) mediated the relationship between the stereotypes (competence; warmth) ascribed to successful and unsuccessful male and female leaders working in male- and female-dominated sectors (technology and health respectively) and evaluations of performance. Multiple-Group Structural Equation Modelling was used to analyse data from 956 workers. We found that in other sex-dominated environments leaders’ perceived competence (directly) and warmth (indirectly through admiration) were associated with more positive evaluations of performance than in same sex-dominated environments regardless of their company’s success. Moreover, successful, competent female leaders exhibiting little warmth in a female-dominated environment elicited envy, and hence negative evaluations. The results are discussed in terms of the Stereotype Content Model and its extension, the Behaviours from Intergroup Affect and Stereotypes (BIAS) Map, as well as role congruity theory. Keywords: stereotypes; emotions; gender; leadership; failure.

Contextual Aspects of Gender Stereotypes in Leadership: The Role of Success or Failure in Management

This study advance research on the think manager–think male paradigm by analysing the influence of performance information (success vs. failure), on task- and relationship-oriented leadership styles, and on three evaluative and behavioural measures. ased on the theoretical framework of think manager–think male, the present study examines the extent to which information about successful or failed company performance affects: (a) leadership styles (task and relationship), (b) overall assessment of male and female leaders, (c) assignment of responsibility for the results, and (d) disposition to replace male and female leaders. In a quasi-experimental study (N = 106 workers) with a 2 (success vs. failure) x 2 (male vs. female leader) design the aforementioned variables were analyzed. Results show that company performance has an impact on all outcome variables. However, this pattern affects male leaders in a different way than female leaders. Overall, male leaders are assessed more or less positively, depending on the outcome of performance results. For female leaders, company performance has no significant impact on perceptual (task- and relationship-oriented leadership style) and behavioral (replacement) measures, but it does on evaluative measures (performance assessment and attribution of responsibility), although to a lesser extent than for male leaders. In sum, performance assessment is influenced not only by company performance but also by the gender of the manager. Overall, men receive better evaluations than women in the success condition, but their evaluation is worse in cases of failure. These results fit with gender stereotypes; more power is attributed to men, who are considered more responsible for company results. This does not happen in the case of women managers who are perceived as less responsible for successes and failures.

The Effects of Occupational Status and Sex-Typed Jobs on the Evaluation of Men and Women

Background: Occupational segregation by gender is one of the major problems faced by professional women in the labor market. Since the sixties, psychological explanations point out that gender stereotypes are responsible for this persistent inequality in the workforce. Nevertheless, most of research has overlooked that emotions are particularly important as the discrimination faced by professional women is better explained by the ambivalent feelings they provoke than by stereotyping. Aim: The aim of this research is to analyse from the Stereotype Content Model (SCM, Fiske et al., 2002) and the Behaviors from Intergroup Affect and Stereotypes (BIAS) Map (Cuddy et al., 2007) whether cognitive, affective and behavioral components of prejudice act jointly to explain gender segregation in the labor market. Method: 1098 Spanish workers (59% women) from different occupational sectors were requested to rate how professional men and women in high (leaders) and low status (secretaries) positions who work in male (high-tech company) and female-dominated (health company) occupations are perceived (stereotypes), as well as the affective responses and the behavioral tendencies that they arouse. Data analyses: Two analyses of variance (a) and two ANOVAs with repeated measures (b) were carried out to analyze the effect of occupational status (high vs. low), type of company (high-tech vs. health) and workers’ sex (men vs. women) on: (a) the social structural variables (status and competition), (b) on the stereotyped dimensions (competence and warmth) and (c) on emotions (admiration, envy and contempt). Finally, mediational analyses were carried out to examine the link between stereotypes, emotions, and behavioral tendencies. Results: The most striking results show that (a) competition and status differentiate leaders and secretaries, (b) men leaders are rated as more competent and less warm than secretaries, whereas women leaders are viewed as more competent than women secretaries but with equivalent warmth, and (c) admiration and envy predict behavioral tendencies, but restricted to professional men regardless of organizational context. Conclusion: Results reveal that cognitive, affective and behavioral components of prejudice act jointly to explain discrimination against women in the workplace. Findings are discussed according to the SCM and the BIAS Map.