Rossella Falvo

Does status affect intergroup perceptions of humanity

Across three studies, we examined whether ingroup status may affect intergroup perceptions of humanity. In Studies 1 and 2, we considered real groups: Northern versus Southern Italians; in Study 3, we manipulated the socioeconomic status of two minimal groups. In all studies, members of higher status groups perceived the ingroup as more human than the outgroup, while members of lower status groups did not assign a privileged human status to the ingroup. Such findings were obtained using different implicit techniques: the Implicit Association Test (IAT) and the Go/No-go Association Task (GNAT). Further, results suggest that the different perceptions of humanity may depend on the stereotypic traits generally ascribed to higher and lower status groups. The implications of results for infrahumanization research are discussed.

Categorization of Ambiguous Human/Ape Faces: Protection of Ingroup but Not Outgroup Humanity:

In two studies, we tested the hypothesis that categorization of ambiguous human/ape faces depends on group membership: people are inclined to protect ingroup humanity, but not that of the outgroup. We used as stimuli: human, ape, ambiguous human/ape faces. Ambiguous human/ape faces were generated using a computerized morphing procedure. Participants categorized stimuli as human or ape. Two conditions were introduced: in the ingroup condition, participants were informed that human exemplars were ingroup members, in the outgroup condition that they were outgroup members. We expected participants, in an effort to protect ingroup humanity, to categorize ambiguous stimuli as ape more often in the ingroup than outgroup condition. Predictions were confirmed. Results are discussed in the context of infrahumanization theory.

Deumanizzazione del paziente oncologico nei contesti medici

In this paper the authors explore the presence of infrahumanization effects when the target is cancer patients. Participants were physicians and nurses working in cancer institutes or oncology departments of hospitals. Participants were asked to judge their own category and that of cancer patients on a set of traits. Uniquely human (e.g., rationality, reasoning) and non-uniquely human traits (e.g., impulse, instinct) were used. Patients were also judged on traits expressing the essence of human nature, such as emotionality and relational capacities. The denial of traits of human nature leads to a type of dehumanization, that is called mechanistic dehumanization. Findings show that both physicians and nurses assign the unique features of human category less to patients than to health professionals (infrahumanization effect). In contrast, effects of mechanistic dehumanization were not revealed. In the discussion, the authors examine the potential consequences of cancer patients’ infrahumanization on the therapeutic relationship and treatment effectiveness.

Attachment styles in organizations: a study performed in a hospital

Recent research has shown that adult attachment theory may be usefully applied to the organizational domain. Our aim in this study was to analyze the influence of attachment styles (secure, avoidant, and anxious) on employees’ perceptions, attitudes, and intentions. Participants were nurses, working in a hospital in Italy. Models were tested in which the outcome variables were: turnover intentions, organizational citizenship behaviors, and burnout perceptions (exhaustion and cynicism). The mediational effect of affective organizational commitment was also evaluated. Results showed that attachment security was associated with lower levels of intentions to quit and lower levels of job burnout through the mediation of affective commitment. The secure style was also directly linked to helping behaviors in favor of supervisors and colleagues. Reliable relationships were also found for the avoidant style, which was associated with exhaustion and cynicism. The novelty of findings and usefulness of studying attachment in organizations are discussed.

Can imagined contact favor the "humanization" of the homeless?

Research on imagined contact, a new prejudice-reduction strategy, has demonstrated its beneficial effects on several aspects of intergroup relations. Emerging evidence has shown that this form of contact can positively affect humanness perceptions. The present study examined imagined contact as a means to improve humanity attributions to the homeless ― a stigmatized group strongly dehumanized. Participants (university students) were asked to imagine either a positive interaction with a homeless person or a control scene. Humanity attributions were assessed by using uniquely human (e.g., rationality) and non-uniquely human (e.g., impulsiveness) traits. As expected, after the mentally-simulated encounter, the homeless were perceived as more clearly characterized by uniquely human features. Practical implications of findings are discussed.

Dehumanization in medical contexts: An expanding research field

In this contribution, we review the studies which have investigated humanity attributions in medical contexts. They evidence patient infrahumanization effects; healthcare professionals working in hospitals perceive patients as less characterized than physicians and nurses by the unique features of human species. It has also been found that the attribution of a lower human status to patients is associated with lower perceptions of stress and burnout. In addition, patient dehumanization may facilitate clinical problem solving. We support the position that patient dehumanization is a dysfunctional strategy to cope with stress; stress can be limited in other ways, for instance by taking appropriate organizational measures. Concerning clinical problem solving, physicians should find a balance between sharing patients’ emotions and performing clinical tasks. Future research should investigate whether healthcare providers’ dehumanizing perceptions affect patients’ self-evaluations, patients’ satisfaction with care, and their adherence to medical treatments.

Attributions of competence and warmth to the leader and employees’ organizational commitment: The mediation role of the satisfaction of basic needs

In the present study, competence and warmth, the two fundamental dimensions of social judgment, postulated by the stereotype content model (SCM), are considered as leaders’ traits. In particular, we investigated whether the attribution of competence and warmth to one’s own supervisor is related to employees’ organizational commitment. Furthermore, we hypothesized that the mechanism underpinning this relation was the satisfaction of the basic psychological needs — competence, autonomy, and relatedness — conceptualized by self-determination theory. To test our hypotheses a cross-sectional study was conducted, examining metalworkers (N = 120) of an engineering industry. Participants filled out a questionnaire, including measures of evaluations regarding one’s supervisor, satisfaction of basic needs at work, and organizational commitment. Indirect effects of leader’s perceived competence and perceived warmth on organizational commitment were tested using PROCESS. Results showed that warmth ascribed to the leader, but not competence, was positively related to organizational commitment, this relationship being mediated by the satisfaction of the need for autonomy. Our findings establish a link between warmth ascribed to one’s supervisor and employees’ organizational commitment, suggesting the usefulness of considering warmth and competence as leader traits in organizational contexts.

The Work-Related Basic Need Satisfaction Scale: An Italian Validation

The main goal of the present study was to validate the Work-related Basic Need Satisfaction (W-BNS) scale in the Italian social context. Three studies were carried out. Study 1 was conducted on two samples of employees. Exploratory factor analysis and parallel analysis were run on the first sample, whereas confirmatory factor analyses were run on the second. Results supported the three-dimensional structure of the W-BNS scale. Study 2 was conducted on a third sample of employees. Results supported the construct validity of the scale, by showing that needs for competence, autonomy, and relatedness were associated with job resources (social support, job autonomy, professional growth), low burnout, and job attitudes (job satisfaction, turnover intentions, commitment). In addition, results showed that responses to the scale were not affected by social desirability bias. Study 3 was conducted to evaluate the nomological validity of the scale (the sample grouped together all respondents from Studies 1 and 2). A model was tested in which organizational commitment mediated the relationship between basic needs and two outcomes (job satisfaction, intentions to leave). Organizational commitment was measured by using the Klein et al. Unidimensional Target-free scale (the KUT). Results supported the nomological validity of the scale. In line with our expectations, the three needs were associated with the KUT, which in turn mediated the effects of needs on the outcomes. Practical implications of findings and directions for future research are discussed.

Leaders' competence and warmth: Their relationships with employees' well-being and organizational effectiveness

The aim of this work was to investigate competence and warmth — the two basic dimensions of social judgment — as dimensions employees use to evaluate their supervisors. A mediation model was tested in which supervisor’s perceived competence and warmth were associated with relevant outcomes (lower burnout, weaker turnover intentions, more frequent citizenship behaviors) through the mediation of affective organizational commitment (AOC). In Study 1, data were collected from employees of a company in the water service sector. In Study 2, participants were financial promoters. In Study 3, the sample included employees from different organizations. As hypothesized, the perception of one’s supervisor as competent (Studies 1-3) and warm (Study 3) was related to employees’ lower burnout, weaker turnover intentions, more frequent prosocial behaviors through the mediation of AOC. Theoretical and practical implications of findings are discussed.

Intergroup Contact and Outgroup Humanization: Is the Causal Relationship Uni- or Bidirectional?

The attribution of uniquely human characteristics to the outgroup may favor the search for contact with outgroup members and, vice versa, contact experiences may improve humanity attributions to the outgroup. To explore this bidirectional relationship, two studies were performed. In Study 1, humanity perceptions were manipulated using subliminal conditioning. Two experimental conditions were created. In the humanization condition, the unconditioned stimuli (US) were uniquely human words; in the dehumanization condition, the US were non-uniquely human and animal words. In both conditions, conditioned stimuli were typical outgroup faces. An approach/avoidance technique (the manikin task) was used to measure the willingness to have contact with outgroup members. Findings showed that in the humanization condition participants were faster in approaching than in avoiding outgroup members: closeness to the outgroup was preferred to distance. Latencies of approach and avoidance movements were not different in the dehumanization condition. In Study 2, contact was manipulated using the manikin task. One approach (contact) condition and two control conditions were created. The attribution of uniquely human traits to the outgroup was stronger in the contact than in the no-contact conditions. Furthermore, the effect of contact on humanity attributions was mediated by increased trust toward the outgroup. Thus, findings demonstrate the bidirectionality of the relationship between contact and humanity attributions. Practical implications of findings are discussed.