Mark Levine [4]Mark A. Levine [2]
  1.  59
    Beyond Prejudice: Are Negative Evaluations the Problem and is Getting Us to Like One Another More the Solution?John Dixon, Mark Levine, Steve Reicher, Kevin Durrheim, Dominic Abrams, Mark Alicke, Michal Bilewicz, Rupert Brown, Eric P. Charles & John Drury - 2012 - Behavioral and Brain Sciences 35 (6):411.
    For most of the history of prejudice research, negativity has been treated as its emotional and cognitive signature, a conception that continues to dominate work on the topic. By this definition, prejudice occurs when we dislike or derogate members of other groups. Recent research, however, has highlighted the need for a more nuanced and (Eagly 2004) perspective on the role of intergroup emotions and beliefs in sustaining discrimination. On the one hand, several independent lines of research have shown that unequal (...)
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  2. Placebo Use in Clinical Practice: Report of the American Medical Association Council on Ethical and Judicial Affairs.Nathan A. Bostick, Robert Sade, Mark A. Levine & D. M. Stewart - 2008 - Journal of Clinical Ethics 19 (1):58.
  3.  87
    Improving Access to Health Care: A Consensus Ethical Framework to Guide Proposals for Reform.Mark A. Levine, Matthew K. Wynia, Paul M. Schyve, J. Russell Teagarden, David A. Fleming, Sharon King Donohue, Ron J. Anderson, James Sabin & Ezekiel J. Emanuel - 2007 - Hastings Center Report 37 (5):14-19.
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    Workplace Teams: Ethical and Legal Concerns and Approaches.Scott Sibary & Mark Levine - 2001 - Ethics and Behavior 11 (1):55-66.
    This article presents the importance of and concomitant ethical and legal concerns regarding the implementation of team-based work system designs in American corporations. It concludes by reconciling some of the important issues and providing direction for future action.
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    Beyond Prejudice: Relational Inequality, Collective Action, and Social Change Revisited.John Dixon, Mark Levine, Steve Reicher & Kevin Durrheim - 2012 - Behavioral and Brain Sciences 35 (6):451-466.
    This response clarifies, qualifies, and develops our critique of the limits of intergroup liking as a means of challenging intergroup inequality. It does not dispute that dominant groups may espouse negative attitudes towards subordinate groups. Nor does it dispute that prejudice reduction can be an effective way of tackling resulting forms of intergroup hostility. What it does dispute is the assumption that getting dominant group members and subordinate group members to like each other more is the best way of improving (...)
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    Fire Your Boss.Stephen Pollan & Mark Levine - 2004 - Philosophy 1 (2):3.
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