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11 – 20 of over 23000John F. Dovidio, Samuel L. Gaertner, Adam R. Pearson and Blake M. Riek
In this chapter, we consider the fundamental importance of social identity both in terms of how people think about others and for personal well-being. The chapter reviews how…
Abstract
In this chapter, we consider the fundamental importance of social identity both in terms of how people think about others and for personal well-being. The chapter reviews how social categorization and social identity impact people's responses to others and, drawing on our own work on the Common Ingroup Identity Model, examines how identity processes can be shaped to improve intergroup relations. This model describes how factors that alter the perceptions of the memberships of separate groups to conceive of themselves as members of a single, more inclusive, superordinate group can reduce intergroup bias. The present chapter focuses on four developments in the model: (1) recognizing that multiple social identities can be activated simultaneously (e.g., a dual identity); (2) acknowledging that the meaning of different identities varies for different groups (e.g., racial or ethnic groups); (3) describing how the impact of different social identities can vary as a function of social context and social and personal values; and (4) outlining how these processes can influence not only intergroup attitudes but also personal well-being, interms of both mental and physical health.
Quinetta M. Roberson, Bradford Bell and Shanette C. Porter
This chapter explores the role of language in the relationship between diversity and team performance. Specifically, we consider how a linguistic approach to social categorization…
Abstract
This chapter explores the role of language in the relationship between diversity and team performance. Specifically, we consider how a linguistic approach to social categorization may be used to study the social psychological mechanisms that underlie diversity effects. Using the results of a study examining the effects of gender, ethnicity and tenure on language abstraction, we consider the potential implications for team processes and effectiveness. In addition, we propose a revised team input-process-output model that highlights the potential effects of language on team processes. We conclude by suggesting directions for future research linking diversity, linguistic categorization, and team effectiveness.
Alberto Monti and Giuseppe Soda
Knowledge is critical for employee and firm success. We show that being perceived as prototypical organizational members is a source of prominence in knowledge exchange that…
Abstract
Knowledge is critical for employee and firm success. We show that being perceived as prototypical organizational members is a source of prominence in knowledge exchange that operates beyond preexisting communication or affective relationships. Self-categorization processes produce – through depersonalization – a positive attitude among the members which represents an autonomous mechanism of social attraction for knowledge exchange, while social network mechanisms are triggered by interpersonal attraction. Our findings also suggest that including perceived members’ prototypicality can avoid a potentially spurious relationship in assessing the role played by social identity and categorization theory in explaining attitude and behaviors.
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Raveh Harush, Alon Lisak and Ella Glikson
Using social categorization perspective, the purpose of this paper is to explore the effect of global identity, perceived proximity, and team interdependence on relational…
Abstract
Purpose
Using social categorization perspective, the purpose of this paper is to explore the effect of global identity, perceived proximity, and team interdependence on relational conflict in multicultural distributed teams.
Design/methodology/approach
Participants were 317 MBA students in 83 multicultural distributed project teams. Structural equation modeling and bootstrap methods were used to test the study model.
Findings
The results demonstrate that the indirect effect of global identity on relational conflict, through the pathway of perceived proximity, is moderated by team interdependence. More specifically, global identity leads to higher perceived proximity and lower relational conflict levels under low, rather than high, interdependence levels.
Research limitations/implications
The particular study context (multicultural distributed MBA student project teams) may limit the extent of the generalization of the findings.
Practical implications
The findings presented here can help practitioners in global organizations to defuse relational conflicts in multicultural distributed teams by embracing a global cultural approach and relying on shared global identity in team building, personnel selection, and development. Additionally, managers should be conscientious when they use the practice of facilitating interdependence between team members and assess the need for other interventions.
Originality/value
This study advances multicultural distributed team research by highlighting the role of global identity in reducing relational conflict, identifying the mediation mechanism of perceived proximity, and the boundary conditions of team interdependence levels under which this attenuation effect prevails.
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Alberto R. Melgoza, Neal M. Ashkanasy and Oluremi B. Ayoko
Based on a model of employee personal gender self-categorization, we examine the relationships between prejudicial attitudes and experiences of aggression in a male-dominated…
Abstract
Based on a model of employee personal gender self-categorization, we examine the relationships between prejudicial attitudes and experiences of aggression in a male-dominated workplace. Data collected from 603 employees in a male-dominated global workplace revealed that individuals who self-categorize as either males or females experience differential powerful emotions. Additionally, we found that the more anger experienced by employees who self-categorize either as males or females, the stronger their female prejudicial attitudes. In contrast, we found that contempt was negatively associated with female prejudicial attitudes; that is, the more contempt experienced by employees who self-categorize either as males or females, the weaker their female prejudicial attitudes.
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Eunice Y. Rhee, Jade Y. Lo, Mark T. Kennedy and Peer C. Fiss
Drawing on the notion of imprinting, we develop a framework for understanding category emergence and durability by suggesting that the durability of a category reflects its…
Abstract
Drawing on the notion of imprinting, we develop a framework for understanding category emergence and durability by suggesting that the durability of a category reflects its emergence conditions. We propose four ideal-typical mechanisms – consensus, proof, fiat, and truce – that arise from differences in the degree of agreement and the centralization of the authority regarding category definitions. Our framework not only relates category durability to emergence but also highlights the role of category promoters and constituencies in an ongoing process of category maintenance. We discuss implications for understanding the dynamics of the categorization process in various social and product market contexts.
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This chapter describes a theory of intergroup leadership. Research on reducing prejudice and intergroup conflict identifies a number of conditions, such as empathy, shared goals…
Abstract
Purpose
This chapter describes a theory of intergroup leadership. Research on reducing prejudice and intergroup conflict identifies a number of conditions, such as empathy, shared goals, crossed categorization, recategorization, and intergroup contact, which can be beneficial. It also identifies social identity threat as a stumbling block – processes intended to reduce conflict often threaten people’s sense of having a unique and distinctive social identity and thus provoke a defensive reaction that sustains conflict. But social psychology says little about the role of group leadership in conflict resolution.
Methodology/approach
I summarize what we know from social psychology about conditions that attenuate intergroup conflict; then focus on social identity and influence processes to present a new theory of leadership across conflicting groups.
Findings
Prejudice and intergroup conflict reduction rests on effective messaging and influence, which is often a matter of intergroup leadership where a leader must bridge and integrate warring factions within a superordinate entity. The challenge of intergroup leadership is to construct an intergroup relational identity that focuses on collaboration and avoids identity threat. I describe a model of intergroup leadership and discuss strategies, such as identity rhetoric, boundary spanning and leadership coalition-building, that such leadership should adopt to effectively reconstruct social identity to reduce conflict and prejudice between groups.
Originality/value
This is a development and extension of a more narrowly focused theory of intergroup leadership in organizational contexts. It will be of value to social psychology, the behavioral and social sciences, and those seeking to reduce prejudice and intergroup conflict through leadership.
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Aims to illustrate how the use of a social identity approach can help to refine our understanding of how organizational professionals experience the introduction of managerialism…
Abstract
Purpose
Aims to illustrate how the use of a social identity approach can help to refine our understanding of how organizational professionals experience the introduction of managerialism and the incorporation of managing specialist roles.
Design/methodology/approach
Draws on theories of social identity and social categorization to examine the process by which clinical directors tackle and assign meaning to their managing roles. Interviews were conducted with a sample of current and previous clinical directors over a five year period. Variations in doctors’ responses were explained by a range of self enhancement strategies that emerged to deal with tensions between prepared management identities and actual role experiences.
Findings
Reveals the importance of multiple self‐enhancement strategies as a way for doctors to protect self definitions in failing identity situations where immediate exit from a new role is not feasible. Concludes that a greater use of social identity and social categorization theory may add much to general explanations of how varied stances towards management interventions emerge and develop among professional workers.
Originality/value
Points to how we might achieve a deeper understanding of the diverse ways that the organizational professionals experience the introduction of managerialism and the incorporation of managing the specialist roles.
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Sadia Mansoor, Erica French and Muhammad Ali
A narrow focus of past diversity research and inconsistent findings have contributed to a lack of understanding of how to manage diversity for positive outcomes. Focusing on age…
Abstract
Purpose
A narrow focus of past diversity research and inconsistent findings have contributed to a lack of understanding of how to manage diversity for positive outcomes. Focusing on age, gender and ethnic diversity, this paper aims to review literature on group objective demographic diversity and individual perceived demographic diversity to present an integrated multilevel framework for our improved understanding and to present testable propositions.
Design/methodology/approach
The authors conducted a thorough review of 51 empirical studies of demographic diversity at individual and group levels to propose a multilevel framework.
Findings
Drawing on information elaboration theory, social categorization theory and social identity theory, an integrated multilevel framework is proposed at individual and group levels. The framework suggests that demographic diversity (age, gender and ethnicity) aids positive information elaboration processes, while also causing negative social categorization processes. These processes impact individual and group outcomes. The framework also identifies moderating factors not sufficiently addressed in the demographic diversity literature. Propositions and implications for future research in the field of demographic diversity are presented.
Originality/value
This review provides an integrated multilevel framework of objective and perceived demographic diversity and its positive and negative processes and effects at both individual and group levels, drawn from information elaboration, social categorization and social identity theories.
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The purpose of this paper is to develop a theoretical model describing how immigrant employees’ organizational citizenship behaviors (OCBs) are influenced by their immigrant…
Abstract
Purpose
The purpose of this paper is to develop a theoretical model describing how immigrant employees’ organizational citizenship behaviors (OCBs) are influenced by their immigrant status. Additionally, this study attempts to explore the mediating role of perceived job mobility as well as the moderating role of organizational tenure in the relationship between immigrant status and OCBs.
Design/methodology/approach
A conceptual analysis was performed.
Findings
Drawing upon social identity, self-categorization, and impression management theories, this study proposes the following. First, an immigrant employee’s perceived different categorization of employment and organizational status will have a negative impact on his or her challenge-oriented OCB. Second, an immigrant employee’s perceived categorization of employment and organizational status will have a positive impact on his or her affiliation-oriented OCB. Third, perceived job mobility mediates the relationship between the perceived different categorization of employment and organizational status and challenge- and affiliation-oriented OCBs of an immigrant employee. Finally, an immigrant employee’s organizational tenure weakens (or strengthens) the negative (or positive) impact of immigrant status on challenge-oriented (or affiliation-oriented) OCB.
Originality/value
From a theoretical standpoint, this study provides a novel theoretical base that guides future research on immigrant employees’ OCBs in organizations. More importantly, this study offers recommendations that help maximize the effectiveness of immigrant employee’s OCBs.
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