@article{DitlmannPurdieVaughnsDovidioetal., author = {Ditlmann, Ruth K. and Purdie-Vaughns, Valerie and Dovidio, John F and Naft, Michael J}, title = {The implicit power motive in intergroup dialogues about the history of slavery}, series = {Journal of Personality and Social Psychology}, volume = {112}, journal = {Journal of Personality and Social Psychology}, number = {1}, doi = {10.1037/pspp0000118}, pages = {116 -- 135}, abstract = {This research demonstrates that individual differences in the implicit power motive (i.e., the concern with impact, influence, and control) moderate how African Americans communicate with White Americans in challenging intergroup dialogues. In a study with African American participants we find that the higher their implicit power motive, the more they use an affiliation strategy to communicate with a White American partner in a conversation context that evokes the history of slavery (Study 1). In a study with White American participants we find that, in the same conversation context, they are more engaged (i.e., open, attentive, and motivated) if they receive an affiliation message rather than a no-affiliation message from an African American partner (Study 2). In interracial dyads we find that African American participants' implicit power motives moderate how much they intend to signal warmth to a White American discussion partner, how much they display immediacy behaviors and use affiliation imagery in the discussion, and with what level of engagement White American participants respond (Study 3). High but not low implicit power African Americans thus employ a communication strategy-expressing affiliation and warmth-that can be effective for engaging White Americans with uncomfortable, race-identity-relevant topics.}, language = {en} } @incollection{DitlmannWrightMayvillePurdieVaughns, author = {Ditlmann, Ruth K. and Wright Mayville, Elena and Purdie-Vaughns, Valerie}, title = {Organizational and individual colorblindness approaches to past injustice}, series = {Diversity ideologies in organizations}, booktitle = {Diversity ideologies in organizations}, publisher = {Lawrence Erlbaum Associates}, address = {New York}, isbn = {9781315852188}, publisher = {Hertie School}, pages = {93 -- 117}, abstract = {This chapter focuses on diversity ideologies from a different part of the world, and it realizes that much of the extant diversity management knowledge emanates from United States and more recently Western Europe. Indeed, South Africa provides a particularly relevant context for exploring diversity ideology because most scholars conclude it is a deeply segmented society owing to its racial and cultural heterogeneity, complexity and history. South Africa is burdened with the legacy of centuries of racial discrimination and repression of ethnic groups originating in its colonization by two European powers, the British and Dutch. The situation in South Africa is also complicated by the constitution's recognition of traditional laws of different cultural/ethnic and religious groups. The goal of employment equity act is to achieve employment equity by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination and implementing affirmative action to redress the disadvantages in employment experienced by designated groups.}, language = {en} } @article{DitlmannPurdieVaughnsEibach, author = {Ditlmann, Ruth K. and Purdie-Vaughns, Valerie and Eibach, Richard P.}, title = {Heritage and ideology-based national identities and their implications for immigrant citizen relations in the United States and in Germany}, series = {International Journal of Intercultural Relations}, volume = {35}, journal = {International Journal of Intercultural Relations}, number = {4}, doi = {10.1016/j.ijintrel.2010.07.002}, pages = {395 -- 405}, abstract = {The present research examines the meaning of national identity in the United States and Germany and its implications for immigrant citizen relations. In Study 1, American and German participants responded to the question "What does it mean to be American [German]?" Results revealed that the American national identity is ideology-based as characterized by an endorsement of a core set of transcendent and abstract values. The German national identity is heritage-based as characterized by self-descriptive traits and cultural traditions. In Study 2, American participants were less likely than German participants to express exclusion from national identity in response to an immigrant who gave affective versus pragmatic reasons for becoming a citizen. The reverse was true for German participants. In sum, culture shapes national identity and responses to immigrants.}, language = {en} } @article{PurdieVaughnsSteeleDaviesetal., author = {Purdie-Vaughns, Valerie and Steele, Claude M. and Davies, Paul G. and Ditlmann, Ruth K. and Crosby, Jennifer Randall}, title = {Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions}, series = {Journal of Personality and Social Psychology}, volume = {94}, journal = {Journal of Personality and Social Psychology}, number = {4}, doi = {10.1037/0022-3514.94.4.615}, pages = {615 -- 630}, abstract = {This research demonstrates that people at risk of devaluation based on group membership are attuned to cues that signal social identity contingencies--judgments, stereotypes, opportunities, restrictions, and treatments that are tied to one's social identity in a given setting. In 3 experiments, African American professionals were attuned to minority representation and diversity philosophy cues when they were presented as a part of workplace settings. Low minority representation cues coupled with colorblindness (as opposed to valuing diversity) led African American professionals to perceive threatening identity contingencies and to distrust the setting (Experiment 1). The authors then verified that the mechanism mediating the effect of setting cues on trust was identity contingent evaluations (Experiments 2 \& 3). The power of social identity contingencies as they relate to underrepresented groups in mainstream institutions is discussed.}, language = {en} }