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The negativity bias, [1] also known as the negativity effect, is a cognitive bias that, even when positive or neutral things of equal intensity occur, things of a more negative nature (e.g. unpleasant thoughts, emotions, or social interactions; harmful/traumatic events) have a greater effect on one's psychological state and processes than neutral or positive things.
Negativity bias or Negativity effect Psychological phenomenon by which humans have a greater recall of unpleasant memories compared with positive memories. [165] [116] (see also actor-observer bias, group attribution error, positivity effect, and negativity effect). [130] Next-in-line effect
The negative bias had a stronger influence than the positivity offset when the participants were depressed. [3] For those who were healthy individuals, the results of both positivity offset, and negative bias were the same. [3] This suggests that the positivity offset occurs when someone’s mind is considered to be healthy. [3]
An emotional bias is a distortion in cognition and decision making due to emotional factors. For example, a person might be inclined: to attribute negative judgements to neutral events or objects; [1] [2] to believe something that has a positive emotional effect, that gives a pleasant feeling, even if there is evidence to the contrary;
In-group favoritism, sometimes known as in-group–out-group bias, in-group bias, intergroup bias, or in-group preference, is a pattern of favoring members of one's in-group over out-group members. This can be expressed in evaluation of others, in allocation of resources, and in many other ways.
A negative form of the halo effect, called the horn effect, the devil effect, or the reverse halo effect, allows one a disliked trait or aspect of a person or product to negatively influence globally. [36] Psychologists call it a "bias blind spot:" [61] "Individuals believe (that negative) traits are inter-connected."
Unconscious cognitive bias (including confirmation bias) in job recruitment affects hiring decisions and can potentially prohibit a diverse and inclusive workplace. There are a variety of unconscious biases that affects recruitment decisions but confirmation bias is one of the major ones, especially during the interview stage. [ 134 ]
Social desirability bias is a type of response bias that influences a participant to deny undesirable traits, and ascribe to themselves traits that are socially desirable. [2] In essence, it is a bias that drives an individual to answer in a way that makes them look more favorable to the experimenter. [1] [2] This bias can take many forms.