Motives matter: White instructors' external race-based motives undermine trust and belonging for Black college students.

OBJECTIVE: Trust is fundamental to successful educational relationships. Yet, numerous barriers inhibit the development of trust between students of color (SOC) and White instructors. The current research examined a metacognitive obstacle to the development of cross-race classroom trust: Primarily External Race Motives (PERM). PERM was defined as the experience that instructors were more concerned with avoiding the appearance of prejudice than having self-directed egalitarian motives. METHOD: Using within-subjects vignettes (n = 313; 74.8% female), between-subjects cross-sectional designs (n = 386; 70.5% female), and longitudinal methods (n = 135; 45.2% female), the current work tested the primary hypothesis that PERM would undermine instructor trust and classroom belonging. Hypotheses were tested with Black adults (Study 1) and college students (Studies 2 and 3). RESULTS AND CONCLUSIONS: Whether with hypothetical, past, or present White educators, feeling that instructors have primarily external race-based motives undermined instructor trust and classroom belonging. In all studies, the relationship between PERM and classroom belonging was mediated by instructor (mis)trust. The results provide evidence that motives viewed to be primarily external undermine instructional relationships for SOC. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Anticipated and Experienced Ethnic/Racial Discrimination and Sleep: A Longitudinal Study.

The transition to college is a stressful experience. For members of underrepresented minority groups, the usual stresses are frequently accompanied by ethnicity-based stressors, including discrimination. This longitudinal study extends prior work on discrimination by examining the prospective associations between anticipated and experienced ethnic/racial discrimination and sleep, a ubiquitous and basic biological need critical for optimal functioning. In a sample of 274 low-income/first-generation Latinx students, results from a cross-lagged panel model revealed that both the anticipation and experience of discrimination at the beginning of college uniquely predicted worsening sleep quality over the second half of freshmen year, controlling for relevant covariates. There was also some evidence for bidirectionality, with poor sleepers experiencing more discrimination. These findings add to the literature linking discrimination and sleep, both of which play large roles in mental, physical, social, and academic outcomes.

Discrimination, Skin Color Satisfaction, and Adjustment among Latinx American Youth.

Race-related biases and discrimination and easily observable race-related characteristics, such as skin color, appear to go hand and hand, but it remains unclear how these factors work together to shape youth development. The current study addresses this gap by investigating skin color satisfaction as a mediator between perceptions of discrimination and adjustment. Data are from a cross-sectional sample of Latinx youth (N = 175; Mage = 12.86; 51.4% female; 86.9% US-born) who completed measures of foreigner-based objectification, peer discrimination, adult discrimination, self-esteem, depressive symptoms, and the importance or value attributed to academic success. Evidence of significant indirect effects of skin color satisfaction in the links between foreigner-based objectification and self-esteem as well as academic importance was found. Skin color satisfaction did not mediate links between either peer or adult discrimination and self-esteem, depression, and academic importance. The results provide support that being perceived as a foreigner has negative implications for Latinx youth adjustment through skin color satisfaction. The present study expands understanding of how different forms of differential treatment may affect minoritized youth. Implications and future research ideas are discussed.

Was it race or merit?: The cognitive costs of observing the attributionally ambiguous hiring of a racial minority.

OBJECTIVES: This study investigated individual and situational factors that may make observing positive treatment of an ingroup member attributionally ambiguous and cognitively taxing for ethnic minority perceivers. METHOD: 163 Latino/a participants who varied in the perception that Whites are externally motivated to behave positively toward minorities (Perceived External Motivation Scale; PEMS) observed a Latino candidate selected over 2 White candidates by a White Human Resources officer. The selected candidate was or was not the most qualified and a diversity rationale was or was not provided. Participants subsequently performed a test of cognitive interference. RESULTS: When a less-qualified minority candidate was selected, the presence (vs. absence) of a diversity rationale increased cognitive interference among low PEMS participants, but decreased cognitive interference among high PEMS participants. Results suggest that a diversity rationale made the selection of a less qualified minority more ambiguous for low PEMS but less ambiguous for high PEMS participants. CONCLUSIONS: The present study informs our understanding of when and for whom Whites' positive behavior is perceived as attributionally ambiguous. (PsycINFO Database Record