Prejudice has occupied large space in discussions on field of interpersonal relations, being approached differently by many researchers in social psychology since the last century. Even today, much is discussed about what causes and how is the dynamics of this phenomenon. Although the various theoretical approaches and levels of analysis in social psychology have endeavored to uncover these problems, little has been done in the direction of recognizing the effect of this phenomenon in the relations between workers. The few studies identified in this area focus on the established race relations. Other new forms of prejudice arising from social categorization, not only racial, has recently been studied by these researchers, but there is still much to discover. In Brazil, in some public educational institutions, work place relations are subject of frequent conflicts informally observed by staff and, a few times, registered in reports recorded in complain sectors. This paper hypothesizes that some of these conflicts arise because of there is racial prejudice among workers in white and black skin color, in the other hand some prejudices comes from a professional bias, possibly derived from the social categorization of job functions. Therefore, considering the need to test this hypothesis, this study aimed to investigate the influence of the double and simultaneous professional and categorization of skin color in implicit and explicit prejudice directed at employees of a public university. We sought to compare whether the independent variables related to the functions and skin color would promote interaction of a way to recognize the extent of automatic prejudice and explicit prejudice. To achieve this goal, research was undertaken using the method of the Implicit Association Test, with classic and emotional setup, and also professional and racial prejudice scales. The data allowed us to verify evidence of the simultaneous influence of these variables on the expression of implicit prejudice. We observed similar results as study 1, in the literature on confirmation bias against blacks. But in study 2, there was only prejudice directed by Blacks to target employees with dark skin color, and in study 3 was obtained correlation between the measures used, implying the validation of the technique used. It follows that those who exercise the profession of employees and have dark skin color tend to be targets of prejudice. / O preconceito tem ocupado grande espaço nas discussões sobre as relações interpessoais, sendo abordado por grande número de pesquisadores da psicologia social desde o século passado. Ainda hoje, muito se discute a respeito do que causa e como é a dinâmica de funcionamento deste fenômeno. Muito embora as diversas abordagens teóricas e níveis de análise em psicologia social tenham se empenhado para desvendar esses problemas, pouco tem sido feito na direção de reconhecer o efeito deste fenômeno nas relações entre trabalhadores. As poucas pesquisas identificadas nessa área estabeleceram como foco as relações raciais. Novas formas de preconceito decorrentes das categorizações sociais têm sido recentemente estudadas por esses pesquisadores. No Brasil, em determinadas instituições educativas públicas, as relações de trabalho são alvo de freqüentes conflitos observados informalmente pelos funcionários e algumas poucas vezes, registrados em relatórios de ouvidoria desses órgãos. É possível que a cor da pele não seja o único estímulo por trás do preconceito nestas situações ocupacionais. Este trabalho hipotetiza que parte desses conflitos surgem em função do preconceito racial entre trabalhadores de cor da pele branca e negra, todavia outra parte derivaria de um preconceito profissional, possivelmente originado da categorização social das funções de trabalho. Considerando a necessidade de testar essa hipótese, a presente pesquisa teve o objetivo de verificar a influência dupla e simultânea da categorização profissional e da cor da pele no preconceito implícito e explícito direcionados a funcionários de uma universidade pública. Para alcançar esse objetivo, empreendeu-se pesquisa utilizando a técnica do Implicit Association Test com configurações clássicas e emocionais, assim como escalas de preconceito profissional e de cor da pele. Os dados encontrados permitiram verificar indícios da influência simultânea dessas variáveis na manifestação de preconceito implícito. Observou-se no estudo 1 resultados semelhantes à literatura na confirmação de preconceito contra negros. Porém no estudo 2, observou-se apenas preconceito direcionado por Negros para alvos funcionários com cor da pele escura e, no estudo 3 obteve-se correlação entre as medidas utilizadas, implicando na validação da técnica utilizada. Conclui-se que os que exercem profissão de funcionários e têm cor da pele escura tendem a ser alvos de preconceito.

Studies on prostitution have typically focused on the experiences, problems, and histories of prostitutes, rather than examining men who seek to purchase sex. Race has also been overlooked as a central factor in shaping the sex industry and the motivations of men who seek to purchase sex. This study utilizes online reviews of prostitutes to examine the way men who purchase sex discuss Asian prostitutes in comparison to White prostitutes. This paper traces the history of colonialism and ideas of the exotic Orient to modern stereotypes of Asian women. These stereotypes are then used to frame a quantitative and qualitative analysis of online reviews of prostitutes and compare the ways in which Asian prostitutes and white prostitutes are discussed. Further, the reviews are used to examine more broadly what services, traits, and behaviors are considered desirable by men who use prostitutes. The study finds that there are significant quantitative and qualitative differences in how men discuss Asian and White prostitutes within their reviews, and that these differences appear to be shaped by racially fetishizing stereotypes of Asian women. Prostitution also appears to reinforce male dominance and patriarchy in the form of masculine control and the feminine servicing of male sexual and emotional needs.

This treatise investigates the representation of career opportunities for young girls as portrayed in three English-medium newspapers published in the Nelson Mandela Bay in 2010.While there have been numerous researches on the representation of women in the media, studies on career opportunities for young girls have yet to be conducted. Previous studies have established that girls were socialized to occupy nurturing roles in society: through parents, schools and social institutions like churches were chief socialization instruments. The use of language and rhetoric in the media often reiterates this socialization. Due to the power of the media to influence perceptions, this research reflects on the messages obtained by readers of the publications. The research is important because it aims to identify the trends of representation of career and life opportunities for girls in: The Herald, the Weekend Post and La Femme newspapers. A pilot study of articles on women and young girls was completed; this was followed by a main study. A content analysis of articles only on women and girls was conducted; whilst articles on young boys and men were excluded from this research, as its main focus was on women. The theoretical frameworks applied were the theories of journalism and feminism to determine the nature of representation. While the media organisations operate solely as a business, whose interest is to make profit, they have the fundamental responsibility of promoting values, particularly in South Africa. Under the leadership of the ANC-led government, plans have been executed to promote a 50/50 representation in government. Also, the participation of women in the private sector has improved through the requirements of the policy of Black Economic Empowerment, which aims to redress the wrongs of the past. This project has established that although the world has embraced feminism and the equality of women and men, much still needs to be done to reinforce these ideals, especially in the socialization of children.

The focus of this thesis is to examine perceptions held towards older workers across industries. The perceptions of Human Resource personnel and hiring managers recruiting for Information Technologist were compared to the perceptions of Human Resource personnel and hiring managers recruiting for various other positions.

The problem of this study was an analysis of the effects of a selected strategy for bringing about changes in stereotypic sex role attitudes of teacher trainees during their teacher education program. The major purposes of this investigation were to (1) develop a preservice treatment program, characterized by the persuasive communication approach, to modify students' stereotypic sex role attitudes, (2) determine the effectiveness of the strategy in modifying students' attitudes, and (3) examine student factors that influence reception and yielding to a persuasive message.

Literature on stereotypes and implications of stereotype threat has grown considerably over the past decade. While numerous studies examine college major biases, they predominantly focus on STEM and business students. For Music Majors (MMs), some of the conventional musician stereotypes include susceptibility to heavy drinking, drug use, and their nonpecuniary advantages as artists. In this study, Q methodology, which incorporates a combination of quantitative and qualitative properties, was used to identify Non-Music Majors’ (NMMs) shared subjectivity among their opinions of MMs. The primary research questions were as follows: (a) What current stereotypes do Non-Music Majors hold regarding the Music Majors? (b) Which themes emerge based on Non-Music Majors’ detailed descriptions of Music Majors? The researcher additionally sought to explore the impetus behind dominant musician stereotypes, including their portrayals as perpetual starving artists, overly emotional, prone to heavy drinking and drug use, and financially irresponsible. The study had two main objectives: (a) to identify NMMs’ current stereotypes of MMs; and (b) to explore ways in which NMMs and MMs can implement a more close-knit alliance and cross-disciplinary partnerships and collaborations in college settings. The study was conducted in Spring 2023 with 30 NMMs from a large U.S. graduate school of education. The participants comprised only graduate-level students who had formally declared one primary major and participated remotely using an online Q Method Software. The study findings, which utilized Q analyses, thematic analyses of post-Q-sort surveys and interviews, provided a nuanced yet wide-ranging validation of the cross-disciplinary biases in college settings. The research revealed that NMMs viewed MMs as being born with innate talent/gift, who were eclectic, disciplined, and coming from high-income backgrounds. NMMs also perceived MMs as being perfectionists with many hobbies outside of music, who were endlessly curious but more prone to recreational drug use compared to NMMs. All participants shared that musician stereotypes, whether positive or negative, were pervasive in college settings. Stereotypes are universal: however, discussions of lesser-known stereotypes, such as college major biases, are seldom considered. Q methodology, in this respect, facilitates a comprehensive understanding of the diverse perspectives within a social group. When combined with post-Q-sort surveys and interviews, Q can be a powerful tool to help elucidate subjective perspectives—for educators and students alike—in dynamic and evolving educational contexts. The researcher hopes this study will encourage others to explore, analyze, and optimize the use of Q in the field of music and music education.

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The analogue study was designed to extend previous research on clinical sex-role stereotyping of individual clients into the realm of marital counseling. The effects of clinician and couple sex-role style and type of marital problem on clinical judgements of couples was examined through ratings of four audiotaped couples constructed from two scripts depicting either couple financial or sexual problems. Each script produced both a stereotypical and counterstereotypical sex-role styled couple through reversal of spouse verbalizations. A sample of 40 (32 male, 8 female) practicing doctorate-level psychologists rated either two stereotypical or two counterstereotypical couples for level of maladjustment, need for treatment, and prognosis. Individual spouse ratings were also obtained to examine client gender effects.

This dissertation examines the effects of prescriptive stereotype violations about competence on East Asians' ratings of leadership potential. Despite being perceived as competent, East Asians are underrepresented in leadership positions across different industries in the United States, a phenomenon known as the “bamboo ceiling.” This study investigated whether East Asians are held to a higher standard of technical competence than Whites regarding career outcomes such as possessing leadership potential and receiving rewards, or being perceived with the same level of respect, trust, liking, and boss desirability. The study used a 2 (Target’s Race: East Asian and White) x 3 (Technical Competence: Display, Withhold and Control ) between-subjects design, with participants recruited from the tech industry. The results revealed that the stereotype of Asians being competent is so entrenched that Asians were rated higher on overall competence even when they failed to demonstrate high technical competence or when no information was shared on technical competence compared to their White counterparts. However, the higher level of perceived competence for East Asians did not translate into a corresponding higher rating of their career outcomes such as leadership potential or recommendations for rewards. This study sheds light on the challenges that East Asians face and underscores the need for organizations to reevaluate their evaluation processes and criteria.