Mason D. Burns
University of Indianapolis
MalleabilityPrejudice (legal term)Test validityDiscriminant validityConvergent validityFeelingDevelopmental psychologyRacismSocial psychology (sociology)PsychologyIdeologyFraming (social sciences)Stereotype (UML)Stigma (botany)CognitionPsychometricsSet (abstract data type)MediationBiology and political orientationOptimismImplicit attitudeInformation retrievalPerceptionPsychological interventionSocial dominance orientationSystem justificationOfficerInjusticeFlexibility (personality)DisadvantageStereotypeRetrainingScale (ratio)MasculinitySympathyRight-wing authoritarianismHonorAggressionHead (linguistics)Implicit-association testAccident (fallacy)WonderIntervention (counseling)Gender biasImplicit biasRacial biasImplicit associationDifferential effectsPrejudiceAffect (psychology)Computer scienceLiteracyAttitude changeWhite (horse)Privity of contractLuckPromotion (rank)Race (biology)Function (engineering)Social psychologySocial cognitionIn-group favoritismIncremental validityConservatism
Publications 15
#1Mason D. Burns (UIndy: University of Indianapolis)H-Index: 5
#1Mason D. Burns (UIndy: University of Indianapolis)H-Index: 2
Last. Erica L. Granz (UIndy: University of Indianapolis)
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Relative to confrontations of other forms of prejudice and stereotyping, confronting gender stereotypes can be challenging, in part, because recipients may be unlikely to accept such feedback. Given the importance of accepting negative feedback in the promotion of reparative efforts, the present research investigated how to frame confrontations of gender stereotyping to be more readily accepted. Across three experiments (131 and 247 U.S. undergraduates; 174 U.S. MTurk workers), we investigated h...
Racial privity judgments – or the perceived causal connection between historical racial discrimination and current suffering among Black Americans – predicts sympathy for the victims of past injust...
#1Mason D. Burns (UIndy: University of Indianapolis)H-Index: 5
#1Mason D. Burns (UIndy: University of Indianapolis)H-Index: 2
Last. Margo J. Monteith (Purdue University)H-Index: 29
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We investigated whether confrontations of intergroup bias that had an external (e.g., emphasizing social norms) versus internal (e.g., emphasizing values) motivational framing differentially reduce...
2 CitationsSource
#1Margo J. Monteith (Purdue University)H-Index: 29
#2Mason D. Burns (UIndy: University of Indianapolis)H-Index: 5
Last. Laura K. Hildebrand (Purdue University)H-Index: 2
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Abstract People often wonder what to say and how to say it during confrontable moments. Through our review and organization of relevant research, we present a “roadmap” for navigating successful confrontations. To prepare for confrontable moments, we argue that people can receive “drivers training” (e.g., to increase bias literacy) and “pack appropriately for the trip” (e.g., bringing optimism). After encountering a confrontable moment, would-be confronters can head directly into a confrontation...
5 CitationsSource
#1Mason D. Burns (Purdue University)H-Index: 5
#2Margo J. Monteith (Purdue University)H-Index: 29
Last. Laura R. Parker (Purdue University)H-Index: 2
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Abstract A pressing issue concerns how to reduce stereotypic responses and discriminatory outcomes resulting from the operation of implicit biases. One possibility is that cognitive retraining, such as by repeatedly practicing counterstereotypes, can reduce implicit bias so that stereotype application will be reduced in turn. Another possibility involves motivated self-regulation, where people's awareness of their proneness to biased responses heightens negative self-directed affect, which in tu...
26 CitationsSource
#1Mason D. BurnsH-Index: 5
#2Laura R. ParkerH-Index: 2
Last. Fiona Kate BarlowH-Index: 27
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In September 2013, police shot and killed Jonathan Ferrell as they responded to a call about a possible breaking and entering in a Charlotte, North Carolina, neighborhood (King & Stapleton, 2013). Jonathan had been in a serious car accident and sought help after escaping the car through the back window. When he approached a nearby home, the homeowner called 911 and reported that Jonathan was trying to break in. When the police arrived, Jonathan ran toward them, likely disoriented and seeking ass...
1 CitationsSource
#1Donald A. SaucierH-Index: 1
#1Donald A. SaucierH-Index: 20
Last. Mason D. BurnsH-Index: 5
view all 8 authors...
1 CitationsSource
#1Calvin K. Lai (Harvard University)H-Index: 14
#2Allison L. Skinner (UW: University of Washington)H-Index: 9
Last. Brian A. Nosek (UVA: University of Virginia)H-Index: 93
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Implicit preferences are malleable, but does that change last? We tested 9 interventions (8 real and 1 sham) to reduce implicit racial preferences over time. In 2 studies with a total of 6,321 participants, all 9 interventions immediately reduced implicit preferences. However, none were effective after a delay of several hours to several days. We also found that these interventions did not change explicit racial preferences and were not reliably moderated by motivations to respond without prejud...
185 CitationsSource
#1Donald A. Saucier (KSU: Kansas State University)H-Index: 20
#2Amanda J. Stanford (KSU: Kansas State University)H-Index: 1
Last. Mason D. Burns (KSU: Kansas State University)H-Index: 5
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Abstract Masculine honor, particularly as defined by the Southern culture of honor, centers on the belief that aggression is sometimes justifiable and necessary, such as in response to insult or threat. While masculine honor has been examined in terms of cultural differences, it has been less often examined in terms of individual differences. We developed a measure of masculine honor beliefs (MHBS) inspired by research on the Southern culture of honor. Four studies showed that the MHBS demonstra...
29 CitationsSource