1. Reducing Prejudice in Organizations: The Role of Intergroup Contact, Out-Group Homogeneity, and In-Group Size Jay Finkelman, PhD, MBA, MLS, ABPP

2. Research studies demonstrate that individuals tend to perceive members of out-groups as similar to one another, minimizing individual differences of out- group members while maximizing the uniqueness of their in-group members. Boldry, Gaertner, & Quinn, 2007; Mullen & Hu, 1989; Rubin & Badea, 2007

3. This study investigated the direct and indirect relationships among intergroup contact, in-group size, out-group homogeneity, in-group homogeneity, and prejudice.

4. Participants were 299 White women from seven Catholic congregations in the United States.

5. The results indicated that in-group size was positively related to prejudice toward racial out-group members.

6. Intergroup contact also mediated the relationship between in-group size and prejudice.

7. Perceptions of out-group homogeneity correlated positively with prejudice, and also mediated the relationship between quantity and quality of intergroup contact and prejudice.

8. Perceptions of in-group homogeneity were positively associated with prejudice.

9. Results demonstrated: a.the value of the frequency and depth of intergroup contact on reducing prejudice, b.the role of in-group size in influencing opportunity for contact, c.perceptions of heterogeneity/uniqueness (of both in-group and out-group members) serve as mechanisms through which contact reduces prejudice. Conclusion

10. Jay Finkelman, PhD, MBA, MLS, ABPP Professor & Chair, IO Business Psychology jfinkelman@thechicagoschool.edu (213) 615-7267 That’s All Folks!

11. Journal of Psychological issues in Organizational Culture, Volume 2, Number 2, 2011 Florence Hee, PhD, Jay Finkelman, PhD, Patricia Denise Lopez, PhD, & Nurcan Ensari, PhD