Stephanie A Goodwin
Biographic Data
| ID | 4236436 |
|---|---|
| NAME | Stephanie A Goodwin |
| GIVEN NAMES | Stephanie A |
| FAMILY NAME | Goodwin |
| SIGNATURE | GOODWIN S A |
| AFFILIATIONS | Purdue University West Lafayette |
| ORCID | 0000-0002-3284-8036 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 148 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1998 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 5 |
The Pandemic as a Portal: Reimagining Psychological Science as Truly Open and Inclusive
Psychological science is at an inflection point: The COVID-19 pandemic has exacerbated inequalities that stem from our historically closed and exclusive culture. Meanwhile, reform efforts to change the future of our science are too narrow in focus to fully succeed. In this article, we call on psychological scientists—focusing specifically on those who use quantitative methods in the United States as one context for such conversations—to begin rei…
Do You Say Something When It's Your Boss? The Role of Perpetrator Power in Prejudice Confrontation
Two experiments examined the role of perpetrator power in witnesses’ decision to confront a prejudicial remark. In Experiment 1, participants who witnessed a sexist remark by a higher‐power (vs. an equal‐power) perpetrator were significantly less likely to express confrontation intentions, despite finding the remark highly biased and inappropriate. In Experiment 2, participants read scenarios involving a sexist versus racist remark perpetrated by…
The psychological sting of stigma: The costs of attributing ostracism to racism
The Confronting Prejudiced Responses (CPR) Model: Applying CPR in Organizations
Despite increased diversity efforts, stigmatized targets report frequent experiences with discrimination, particularly in its subtle, everyday forms. We argue that confrontation provides targets and nontargets a way to communicate dissatisfaction with discriminatory treatment, thereby promoting an inclusive climate. We review the Confronting Prejudiced Responses (CPR) Model (S. A. Goodwin, L. Ashburn-Nardo, & K. A. Morris, 2007, 2008), applying i…
Gender Differences in Automatic In-Group Bias: Why Do Women Like Women More Than Men Like Men
Four experiments confirmed that women's automatic in-group bias is remarkably stronger than men's and investigated explanations for this sex difference, derived from potential sources of implicit attitudes (L. A. Rudman, 2004). In Experiment 1, only women (not men) showed cognitive balance among in-group bias, identity, and self-esteem (A. G. Greenwald et al., 2002), revealing that men lack a mechanism that bolsters automatic own group preference…
The Eye of the Beholder: Romantic Goals and Impression Biases
Power Can Bias Impression Processes: Stereotyping Subordinates by Default and by Design
Powerholders may engage in two stereotyping processes: (a) by default, inattention to stereotype-inconsistent information, due to lack of dependency, and (b) by design, effortful attention to stereotype-consistent information, due to explicit control. Study 1 manipulated control (not dependency) over internship applicants; powerful decision-makers increased attention to stereotypic attributes, consistent with stereotyping by design. Study 2 measu…
Situational Power and Interpersonal Dominance Facilitate Bias and Inequality
A model is proposed that describes interpersonal phenomena that maintain inter‐group hierarchies and conflict. Situational control and interpersonal dominance are identified as conditions that promote motives to stereotype, leading to cognitive and judgment biases that cumulatively reinforce the status quo. Three general hypotheses are derived from the model. First, powerholders are predicted to use attention strategies that favor stereotype main…
Power Can Bias Impression Processes: Stereotyping Subordinates by Default and by Design
Powerholders may engage in two stereotyping processes: (a) by default, inattention to stereotype-inconsistent information, due to lack of dependency, and (b) by design, effortful attention to stereotype-consistent information, due to explicit control. Study 1 manipulated control (not dependency) over internship applicants; powerful decision-makers increased attention to stereotypic attributes, consistent with stereotyping by design. Study 2 measu…
Gender Differences in Automatic In-Group Bias: Why Do Women Like Women More Than Men Like Men
Four experiments confirmed that women's automatic in-group bias is remarkably stronger than men's and investigated explanations for this sex difference, derived from potential sources of implicit attitudes (L. A. Rudman, 2004). In Experiment 1, only women (not men) showed cognitive balance among in-group bias, identity, and self-esteem (A. G. Greenwald et al., 2002), revealing that men lack a mechanism that bolsters automatic own group preference…
The psychological sting of stigma: The costs of attributing ostracism to racism
Do You Say Something When It's Your Boss? The Role of Perpetrator Power in Prejudice Confrontation
Two experiments examined the role of perpetrator power in witnesses’ decision to confront a prejudicial remark. In Experiment 1, participants who witnessed a sexist remark by a higher‐power (vs. an equal‐power) perpetrator were significantly less likely to express confrontation intentions, despite finding the remark highly biased and inappropriate. In Experiment 2, participants read scenarios involving a sexist versus racist remark perpetrated by…
Situational Power and Interpersonal Dominance Facilitate Bias and Inequality
A model is proposed that describes interpersonal phenomena that maintain inter‐group hierarchies and conflict. Situational control and interpersonal dominance are identified as conditions that promote motives to stereotype, leading to cognitive and judgment biases that cumulatively reinforce the status quo. Three general hypotheses are derived from the model. First, powerholders are predicted to use attention strategies that favor stereotype main…
The Eye of the Beholder: Romantic Goals and Impression Biases
Situational Power and Interpersonal Dominance Facilitate Bias and Inequality
A model is proposed that describes interpersonal phenomena that maintain inter‐group hierarchies and conflict. Situational control and interpersonal dominance are identified as conditions that promote motives to stereotype, leading to cognitive and judgment biases that cumulatively reinforce the status quo. Three general hypotheses are derived from the model. First, powerholders are predicted to use attention strategies that favor stereotype main…
Power Can Bias Impression Processes: Stereotyping Subordinates by Default and by Design
Powerholders may engage in two stereotyping processes: (a) by default, inattention to stereotype-inconsistent information, due to lack of dependency, and (b) by design, effortful attention to stereotype-consistent information, due to explicit control. Study 1 manipulated control (not dependency) over internship applicants; powerful decision-makers increased attention to stereotypic attributes, consistent with stereotyping by design. Study 2 measu…
The Eye of the Beholder: Romantic Goals and Impression Biases
Gender Differences in Automatic In-Group Bias: Why Do Women Like Women More Than Men Like Men
Four experiments confirmed that women's automatic in-group bias is remarkably stronger than men's and investigated explanations for this sex difference, derived from potential sources of implicit attitudes (L. A. Rudman, 2004). In Experiment 1, only women (not men) showed cognitive balance among in-group bias, identity, and self-esteem (A. G. Greenwald et al., 2002), revealing that men lack a mechanism that bolsters automatic own group preference…
The Confronting Prejudiced Responses (CPR) Model: Applying CPR in Organizations
Despite increased diversity efforts, stigmatized targets report frequent experiences with discrimination, particularly in its subtle, everyday forms. We argue that confrontation provides targets and nontargets a way to communicate dissatisfaction with discriminatory treatment, thereby promoting an inclusive climate. We review the Confronting Prejudiced Responses (CPR) Model (S. A. Goodwin, L. Ashburn-Nardo, & K. A. Morris, 2007, 2008), applying i…
The psychological sting of stigma: The costs of attributing ostracism to racism
Do You Say Something When It's Your Boss? The Role of Perpetrator Power in Prejudice Confrontation
Two experiments examined the role of perpetrator power in witnesses’ decision to confront a prejudicial remark. In Experiment 1, participants who witnessed a sexist remark by a higher‐power (vs. an equal‐power) perpetrator were significantly less likely to express confrontation intentions, despite finding the remark highly biased and inappropriate. In Experiment 2, participants read scenarios involving a sexist versus racist remark perpetrated by…
The Pandemic as a Portal: Reimagining Psychological Science as Truly Open and Inclusive
Psychological science is at an inflection point: The COVID-19 pandemic has exacerbated inequalities that stem from our historically closed and exclusive culture. Meanwhile, reform efforts to change the future of our science are too narrow in focus to fully succeed. In this article, we call on psychological scientists—focusing specifically on those who use quantitative methods in the United States as one context for such conversations—to begin rei…
Psychology (8 works) · Social and Intergroup Psychology (8 works) · Social Psychology (8 works) · Social Psychology (5 works) · Political science (4 works) · Cultural Differences and Values (3 works) · Perception (3 works) · Cognition (2 works) · Cognitive psychology (2 works) · Developmental psychology (2 works)