Due to the ageing population, an increasing number of older workers form the labour force. Unfortunately discriminatory practices against older workers are well documented and the antecedents of such discrimination are assumed to be negative attitudes towards older workers. No previous research has investigated implicit attitudes towards older workers or their behavioural consequences. Accordingly, the present research aimed to investigate both implicit and explicit attitudes towards older workers, and their predictive utility in an employment-related context. In addition, attitude malleability and the role it may play in the attitude-behaviour relationship was investigated. This thesis reports findings from 5 studies, a pilot study and 4 main studies. The pilot study determined that the Implicit Association Test (IAT; A.G. Greenwald, D. E. McGhee & J. L. K. Schwartz, 1998) was to be used in the main studies. The 4 main studies investigated implicit attitudes, and the malleability of such attitudes towards older, relative to younger, workers. The malleability of attitudes was investigated with a mental imagery intervention where the experimental group participants were asked to imagine and describe respected and valued older workers in their surroundings. The control group participants were asked to imagine holiday destinations they would like to visit. In general, it was expected that negative implicit and explicit attitudes would be found towards older workers but that such bias could be alleviated with a mental imagery intervention. In all studies, negative implicit attitudes against older workers were found and such attitudes were relatively uninfluenced by the mental imagery manipulation. Three studies included explicit measures of attitudes. Although some variation was found between the studies and the measures used, overall positive attitudes towards older and younger workers were found. The mental imagery manipulation was also found to influence the explicit attitudes to a greater degree than implicit attitudes. The final study investigated the relationship between attitudes and behaviour. Specifically, both implicit and explicit attitudes’ relationships with spontaneous and controlled-type behaviours towards an older and a younger target were examined. Overall, some evidence for youth-bias in the participants’ behaviour was found, as well as evidence for the relationship between explicit attitudes and spontaneous behaviours. Implicit attitudes were largely unrelated to behaviour. In general, the mental imagery intervention did not impact the attitude-behaviour relationship. Implications for older workers are discussed, as well as educational methods for reducing discrimination older workers face in employment.

<p>Aktuell forskning inom social kognition tyder på att såväl fördomar som diskriminering kan befinna sig på implicit, det vill säga omedveten och automatisk nivå (Greenwald & Banaji,1995). Om lärare har implicita fördomar gentemot invandrarelever finns det därför risk för att de omedvetet diskriminerar dessa. Med anledning av detta undersöktes med hjälp av Implicit Association Test (Greenwald et al., 1998) 52 lärarstudenters implicita attityder gentemot invandrarelever. Dessutom undersöktes lärarstudenters explicita attityder gentemot samma grupp.</p><p>Resultaten visade att en stor majoritet (79 %) av lärarstudenterna hade negativa attityder gentemot invandrarelever på implicit nivå, medan endast en dryg tredjedel uttryckte detta explicit. Det fanns dessutom ingen statistisk signifikant korrelation mellan de explicita och implicita måtten. Även om denna diskrepans kan bero på att deltagarna ville dölja sina negativa attityder gentemot invandrarelever, finns det anledning att tro att många lärarstudenter har implicita attityder som de inte är fullt medvetna om och som kan ligga till grund för omedveten diskriminering av invandrarelever.</p>

This thesis explains and tests a wavelet based implicit numerical method for the solving of partial differential equations. Intended for problems with localized small-scale interactions, the method exploits the form of the wavelet decomposition to divide the implicit system created by the time discretization into multiple, smaller, systems that can be solved sequentially. Included are tests of this method on linear and non-linear problems, with both its results and the time required to calculate them compared to basic models. It was found that the method requires less computational effort than the high resolution control results. Furthermore, the method showed convergence towards high resolution control results.

Indiana University-Purdue University Indianapolis (IUPUI) / Chronic pain is a costly health problem that affects more than 100 million people in the United States. Race differences exist in the way that pain is experienced and in how it is treated. Many biopsychosocial factors contribute to race differences in pain tolerance. Beliefs about race differences in pain sensitivity may be one of these factors. Previous research has identified that individuals’ explicit beliefs about their gender group influence their own pain tolerance on a cold pressor task. Explicit beliefs about race and pain sensitivity have also been identified but have yet to be linked to actual pain tolerance. Implicit beliefs about race are well documented; however, little is known about the extent to which individuals hold implicit beliefs about race differences in pain sensitivity or whether these beliefs contribute to actual race differences in pain. My thesis examined explicit and implicit beliefs about race and pain and explored whether these beliefs moderated race differences in pain tolerance. I found that White participants had a higher pain tolerance than Black participants on the cold pressor task, U=1165.50, p<.01. Participants held the explicit, t(131)=-6.83, p<.01, and implicit, t(131)=6.35, p<.01, belief that White people are more pain sensitive than Black people. Both explicit, b=-0.37, p=.71, and implicit, b=-21.87, p=.65, beliefs failed to moderate the relationship between race and pain tolerance. Further exploration indicated that participants’ comparisons of their own pain sensitivity to that of their race group moderated the relationship between race and pain tolerance, ⍵=4.40, p=.04. These results provide further insight into race differences in pain tolerance. Researchers may consider examining explicit and implicit beliefs about race differences in pain in health care providers to better understand disparities in pain related recommendations.

This study examined perceptions among non-racists, aversive racists, and blatant racists of differentially-performing African-American employees and the effects of the evaluation manipulation on future hiring decisions of an African-American applicant. Using a procedure for categorizing participants into one of these three racism groups, which utilized both implicit and explicit measures of racism, an internet-based sample (n = 221) rated the job performance of a European- or African-American incumbent law associate in a positive or mediocre performance condition and then provided performance ratings of the incumbent associate. Participants also evaluated a moderately-qualified African-American's hireability. Racism group, incumbent performance, and incumbent race were hypothesized to interact to differentially affect mediocre-performing African-American incumbent performance ratings and African-American applicant hireability and qualification ratings. The hypothesized three-way interactions were not significant. However, a significant two-way interaction of incumbent race X incumbent performance was found for incumbent performance ratings, F(1, 191) = 6.06, p = .015, ηp2 = .031, and African-American applicant hireability, F(1, 191) = 7.31, p = .007, ηp2 = .037. Hierarchical regression analyses probing the interactions showed that the positive-performing African-American incumbent's performance was rated significantly higher than the positive-performing European-American's performance, simple slope = .13, SE = .10, t = 2.10, p = .037. Participants also rated an African-American job applicant's hireability lower after viewing a mediocre-performing African-American incumbent, as compared to a mediocre-performing European-American incumbent, simple slope = -.18, SE = .14, t = -2.36, p = .019. These findings are consistent with the theoretical tenets of aversive racism. This study also explored the political ideologies of non-racists, aversive racists, and blatant racists. Using chi-square analysis, the political ideologies (conservative or liberal) of the three racist groups were significantly different, χ2 (2) = 43.03, p < .001. The majority of non-racists and aversive racists identified as liberal, whereas the majority of blatant racists identified as conservative. Although several key hypotheses were not supported, this study did provide further distinctions between aversive racists, blatant racists, and non-racists. Although differences were not found between the racism groups, the pattern of findings is suggestive of aversive racism. Furthermore, the finding that aversive racists were predominantly liberal supported previous findings concerning aversive racists' political ideologies.

No description available.

A laboratory experiment was conducted to test the effects of follower behaviors (passive or active) and affect (positive or negative) on leadership perception within the context of an implicit association task (IAT). Individuals watched either a positive or negative affect inducing video, were placed in a leader role, and were asked to read a brief scenario detailing the behavior of their followers. The results indicated that: 1) active follower behavior information activated leadership perceptions that reflect an implicit preference for Visionary Leadership, and 2) positive affect activated leadership perceptions that reflect an implicit preference for Visionary Leadership. It was hypothesized that there would be an interaction between follower behavior and leader affect such that negative affect would lead to more detailed follower behavior information processing and therefore follower behavior would have stronger effects on leadership perceptions. The interaction was not significant; however the main effects provide support for the Connectionist Model of Leadership, such that contextual constraints do influence perceptions of leadership. Limitations and future research directions are discussed. / Ph. D.

Following the 9/11 terror attacks, many Americans experienced some form of habit or mood-altering stress though, most had received their impressions of the violence via distributed media reporting rather than firsthand exposure. Researchers have found that the propagating effects of media broadcasting can exasperate the effects of terror. However, little is known of how reports of terror violence affect group dynamics in geographically distant nations. The purpose of this study, following terror management theory, was to understand if terrorist violence influences cognitive and implicit racial evaluations in a culturally similar, but geographically distant, population. The study's design was a quantitative natural experiment. Time of completing the assessment, either before or after the 2015 Paris Bataclan terror attack, comprised the 2-level independent variable; the dependent variables were the Race Implicit Association Test (IAT) and a cognitive evaluation of racial anxiety. Age and religiosity served as covariates. The target population included White citizen residents of the United States over the age of 18; 263 participants were derived from archival data. Comparisons of raw IAT scores showed an 8% increase in negative implicit racial evaluations following the attack; however, the MANCOVA failed to achieve multivariate significance (p > .05). Despite the lack of statistical significance, important details on implicit racial attitudes were uncovered. Results of this study have the potential to foster positive social change by informing individuals on how their implicit associations might be affected following exposure to reports of terrorist violence. Additionally, these findings may guide national security and intelligence professional's development of post-attack response measures and task forces.

Are implicit biases something we can rightly be held responsible for, and if so, how? A variety of social and cognitive psychological studies have documented the existence of wide-ranging implicit biases for over 30 years. These implicit biases can best be described as negative mental attitudes that operate immediately and unconsciously in response to specific stimuli. The first chapter of this thesis surveys the psychological literature, as well as presents findings of real-world experiments into racial biases. I then present the dominant model of implicit attitudes as mere associations, followed by evidence that at least some implicit attitudes take on a propositional form and involve making inferences based on evidence. I then reject adopting either of these two rigid models in favor of a dispositional approach that treats implicit biases as on the same spectrum of, but adjacent to, beliefs. I then evaluate the moral wrongdoing associated with holding explicitly prejudicial beliefs, appealing first to Kantian notions of respecting individuals as agents, then appealing to Strawson’s argument that we are responsible for expressions of our will. Our status as human agents involves participating in complex and sustained interactions with others, which necessarily implies that we take part in the social practice of holding each other responsible for the quality of their will. The reactive attitudes we display in our everyday interactions indicate which features and circumstances are most important when investigating this practice. After applying this approach to implicit attitudes, I then pose the objection that their unconscious and unendorsed nature disqualifies implicit attitudes as proper expressions of our will. I develop this objection using Scanlon’s account of moral responsibility, which requires the capacity to self-govern in light of principles that are generally agreed upon as good reasons for guiding interactions with one another. Finally, I critique Real Self theories that seek to arbitrarily privilege one part of ourselves in favor of the Whole Self, which privileges those features that are most integrated into our overall character.

No description available.