Patterns of Implicit and Explicit Attitudes: I. Long-Term Change and Stability From 2007 to 2016

2019 ◽  
Vol 30 (2) ◽  
pp. 174-192 ◽  
Author(s):  
Tessa E. S. Charlesworth ◽  
Mahzarin R. Banaji
Keyword(s):  
Body Weight ◽  
Sexual Orientation ◽  
Attitude Change ◽  
Skin Tone ◽  
Explicit Attitudes ◽  
Term Change ◽  
Theoretical Predictions ◽  
Implicit And Explicit ◽  
Implicit And Explicit Attitudes

Using 4.4 million tests of implicit and explicit attitudes measured continuously from an Internet population of U.S. respondents over 13 years, we conducted the first comparative analysis using time-series models to examine patterns of long-term change in six social-group attitudes: sexual orientation, race, skin tone, age, disability, and body weight. Even within just a decade, all explicit responses showed change toward attitude neutrality. Parallel implicit responses also showed change toward neutrality for sexual orientation, race, and skin-tone attitudes but revealed stability over time for age and disability attitudes and change away from neutrality for body-weight attitudes. These data provide previously unavailable evidence for long-term implicit attitude change and stability across multiple social groups; the data can be used to generate and test theoretical predictions as well as construct forecasts of future attitudes.

scholarly journals Exploring Implicit and Explicit Attitudes of Employees’ Authentic Organizational Loyalty

2021 ◽  
Vol 12 ◽  
Author(s):  
Ji-Woong Hong ◽  
Ah Jeong Hong ◽  
Sang Rak Kim
Keyword(s):  
Implicit Association Test ◽  
Organizational Growth ◽  
Organizational Participation ◽  
Explicit Attitudes ◽  
Organizational Loyalty ◽  
Open Questions ◽  
Target Company ◽  
Implicit And Explicit ◽  
Implicit And Explicit Attitudes

The purpose of this study was to develop the OL-IAT (Organizational Loyalty – Implicit Association Test), an IAT tool that measures implicit attitudes toward organizational loyalty, and to verify its predictive validity. In total, 15 respondents were randomly selected from among the employees of P Company. The respondents were then asked open questions about the image they held of the target company. Based on their responses, a list of words was compiled for use on the OL-IAT. Evaluation categories, either like-dislike or positive-negative, were developed for this test based on the approach-avoidance words proposed by Ostafin and Palfai (2006). The OL-IAT was then administered to 127 employees of Company P, and self-reporting measures were also devised to measure explicit attitudes. A survey of whether the implicit attitude toward organizational loyalty was consistent with the explicit attitude showed that there was no significant correlation, and the attitude inconsistency was evident in the responses. When differences in rank were accounted for, organizational loyalty attitudes were consistent at the manager level, and organizational participation attitudes were consistent at the manager and general staff levels. This study will aid in the development of effective measures of organizational loyalty and accelerate interventions to increase it, which in turn will positively impact long-term organizational growth.

Attitudes and Persuasion

2012 ◽  
pp. 366-393 ◽  
Author(s):  
Icek Ajzen
Keyword(s):  
Attitude Change ◽  
Persuasive Communication ◽  
Motivating Factors ◽  
Explicit Attitudes ◽  
Central Processing ◽  
Individual Behaviors ◽  
Patterns Of Behavior ◽  
Deliberative Processes ◽  
Implicit And Explicit ◽  
Implicit And Explicit Attitudes

This chapter begins by discussing personality traits and attitudes, two broad internal dispositions, and their relations to behavior. Such dispositions influence general patterns of behavior, and their ability to predict individual behaviors is moderated by their strength or accessibility. This discussion is followed by a distinction between explicit and implicit attitudes and the implications of this distinction for behavioral prediction. Like their explicit counterparts, implicit measures of broad attitudes show only modest correlations with specific behaviors; however, the prediction tends to be somewhat better for automatic than for controlled behaviors. Turning to attitude change, it is shown that implicit and explicit attitudes can be modified by both automatic and deliberative processes. Lasting attitude change depends on central processing of strong arguments contained in a persuasive communication, which is facilitated by such motivating factors as the personal relevance of the message, the need for cognition, and the match between the functions served by the attitude and the content of the message. Finally, theory and research is reviewed showing that individual behaviors can be predicted and changed best by considering internal dispositions that focus directly on the behavior of interest, such as self-efficacy beliefs and intentions.

Implicit Bias in Mental Health Care

2019 ◽  
pp. 185-202
Author(s):  
Andrea S. Heberlein ◽  
Justin A. Chen ◽  
Nhi-Ha T. Trinh
Keyword(s):  
Mental Health ◽  
Health Care ◽  
Body Weight ◽  
Race And Ethnicity ◽  
Clinical Care ◽  
Implicit Bias ◽  
Medical Psychology ◽  
Explicit Attitudes ◽  
Implicit And Explicit ◽  
Implicit And Explicit Attitudes

Explicit attitudes are obviously predictive of behavior. However, two decades of research has shown that implicit attitudes have greater predictive validity than explicit attitudes in a particular set of situations. This chapter defines implicit and explicit attitudes and associations and reviews the scientific literature regarding implicit bias in the medical, psychology, and psychiatry literature. The authors pay specific attention to documented effects of implicit bias related to race and ethnicity, as well as to mental health diagnoses and body weight. The authors also outline interventions to decrease implicit bias in clinical care, as well as pitfalls to avoid when attempting to decrease implicit bias.

Sign in / Sign up

Export Citation Format

Share Document