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This chapter reviews 30 years of Advances in Group Processes. Its primary purpose is to study the part the series has played in the advances in the study of group processes that have taken place between 1984 and 2014.

This chapter places the 30 years of Advances in Group Processes in the context of the changes that took place between small groups research in the 1950s and group processes research in the 1980s and beyond.

Analyzing the policies of Advances in Group Processes and its contents, this chapter reflects on its role in the advances in group processes that have taken place since the 1980s. Between 1950 and 1980, small group research reinvented, reconceptualized, and reinvigorated itself as group process research. Between the two periods, small group research, its applied research, and its research programs became increasingly theory-driven and its concept of the group and its levels increasingly analytic. As a consequence of these changes, the concept of the field itself became increasingly analytic. The changes between the two periods in its theory, research, application, programs, and in its concept of the group and the way the field was conceptualized led to marked advances in group process research in the 90s and beyond – to more theory, more impact of it on application, and more, and more cumulative, growth of it. Advances in Group Processes was at once a reflection of the changes that took place between the two periods and a driving force in the advances in group processes research that have taken place ever since.

Advances in Group Processes is a fundamental resource for the development of theory and research on small groups and group processes. This chapter provides an overview of its contributions and places them in the context of the development of the field as a whole.

This study examines the relationship between in-group identification, intergroup schadenfreude, and the tendency to aggress against out-group members. More specifically, it assesses whether intergroup schadenfreude mediates the identification–aggression link.

This study is a cross-sectional study with the variables studied being in-group identification, intergroup schadenfreude, and tendency to aggress toward out-group members. A total of 123 participants were recruited for this study and questionnaires measuring each variable was administered to participants.

The results from a cross-sectional survey indicate a positive correlation between in-group identification and intergroup schadenfreude and between intergroup schadenfreude and tendency to aggress against out-group members. The results from this study also show that intergroup schadenfreude mediates the relationship between in-group identification and the tendency to aggress against out-group members.

Given the nature of cross-sectional study, claims regarding causal nature of the variables studied could not be made. Further, this study was also contextualized within the political context making expression of schadenfreude more “acceptable” and more easily expressed among participants. Suggestions for further research suggestions are discussed is light of these limitations.

Findings of this study highlight the importance of understanding intergroup schadenfreude in group contexts, and how such emotions can be employed by leaders to instigate, rather than diminish aggressive tendencies against out-group members.

This is one of the few studies to demonstrate that rather than diminishing tendencies to engage in aggressive behaviors, schadenfreude, when experienced within group settings, can instead elicit intentions to aggress against rival or opposing group members.

The study draws primarily on social identity theory and conceptualizes perceived brand localness (PBL) as a signal of in-group membership to local consumers and investigates how it affects consumer trust and purchase intentions for foreign brands in developing countries in Asia. In addition, the authors examine boundary conditions for these hypothesized PBL effects.

Using consumer survey data from three countries in Southeast Asia (the Philippines, Vietnam and Myanmar), the authors empirically validate the positive effects of PBL on consumer trust and purchase intentions for foreign brands in developing countries.

The findings support the social identity theory conceptualization of PBL for foreign brands, in which it can create identification-based trust (Tanis and Postmes, 2005) and active ownership through a process of self-stereotyping (van Veelen et al., 2015).

The findings suggest that social identity theory can be a promising theoretical framework for conceptualizing PBL and gaining a deeper insight into its mechanization and how it impacts consumers.

The purpose of this paper is to examine the relationship between stereotypes, in-group favoritism, and in-group bolstering effects across generations.

Based on the trends found in a qualitative study on generational stereotypes, questions on work ethic, work-life balance, and use of technology were administered to 255 participants identified as Millennials, Generation X, and Baby Boomers. Hypotheses predicted that with a strong stereotype, traditional in-group favoritism will not be found; however, an in-group bolstering effect will emerge. In the absence of a strong stereotype, traditional in-group favoritism is expected.

Generally, there was a strong stereotype that Baby Boomers are worse at technology than Generation X and Generation X is worse than Millennials. There was also a strong stereotype that Millennials do not do what it takes to get the job done as much as other generations. In the presence of these stereotypes, traditional in-group favoritism was not found, but in-groups bolstered themselves by rating themselves more favorably than other groups rated them. Although these findings did not hold for every item studied, there was moderate support for all three hypotheses.

As employees become aware of their biases, they can collaborate better with employees who are different than they are. Practical recommendations are suggested.

The paper applies theory of in-group favoritism to the perceptions of generational cohorts.

The purpose of this study is to investigate the moral licensing effect of other in-group members' organizational citizenship behavior (OCB) on focal employees' organizational deviance through moral self-concept. This paper also examines the moderating role of in-group identification in the mediated relationship.

The multilevel path analysis and bootstrapping technique are employed to analyze the findings of a sample of 340 employees in 56 workgroups in Vietnam.

The results demonstrate that moral self-concept mediates the positive relationship between other in-group members' OCB and focal employees' organizational deviance. Furthermore, the findings indicate that in-group identification strengthens the indirect effect of other in-group members' OCB on focal employees' organizational deviance via moral self-concept.

The findings suggest that managers should be aware of the potential negative consequences of OCB and the drawbacks of in-group identification in group contexts. In addition, practitioners should proactively prevent other in-group members' OCB from resulting in employees' organizational deviance.

This is the first study to examine the moral licensing effect of OCB on organizational deviance through the moral self-concept mechanism and the moderating role of in-group identification in this mediated relationship.

This paper aims to examine the impact of an open loyalty programme (anyone can join) versus a selective programme (requirements must be met) to show what types of loyalty programmes are most effective. In-group identification, gratitude, stage of relationship and visibility are additionally examined.

Two studies use experimental methodology to initially test the relationships. A third study uses survey and panel data.

Open programmes lead to more in-group identification, while selective programmes lead to higher levels of gratitude, especially in mature stages. Visible programmes lead to more in-group identification. Industry differences are presented.

The first two studies use a student sample (although Study 3 uses penal data). The research is limited to the variables examined. The findings add to theory by showing differences between open and selective loyalty programmes.

The findings show how different retailer offerings change the value and experience to the customer leading to loyalty intentions. Loyalty programme designers can tailor their programme structure to fit their customers and overall strategy. The findings also shed light on the strategic importance of tiered loyalty programmes.

The examination of how a customer enters a loyalty programme is not in current literature. The research shows how loyalty intentions are impacted by design of the programme, including how a customer signs up for a programme. The mechanisms through which the relationship works increase the understanding of loyalty programme effectiveness.

The purpose of this paper is to examine whether preference toward in‐group members can serve as opportunism governance in channel relationships in a collectivist culture. This study proposes a model of opportunism incorporating in‐group preference and trust as antecedents of opportunism. Based on Transaction Cost Economics and Social Exchange Theory, transaction‐specific investment and relationship length are employed in the model as confounding variables of in‐group preference for opportunism and trust.

Data were collected from 109 Korean department store buyers and analyzed using Structural Equation Modeling (EQS 6.0).

The results showed that buyers' in‐group preference increased buyers' trust toward suppliers and decreased suppliers' opportunistic behavior. Buyers' increased trust toward suppliers was found to reduce suppliers' opportunistic behavior. Further, Trust was significantly influenced by supplier TSI, but not by length of relationship. On the other hand, opportunism was significantly influenced by length of relationship, but not by supplier TSI.

This study examined only the positive side of in‐group membership. Some criticisms of in‐group preference are favoritism, interference with fair competition, and collective blindness, any of which might decrease the efficiency of business operations. These impacts should be examined to gain a balanced view of the implications of in‐group preference in business settings.

Multinational companies should understand that in‐group membership is an important source of building trust and oppressing opportunism in the Korean market. Multinational companies can strategically approach in‐group members of business partners to become members of those in‐groups.

This is the first empirical study to examine collectivists' tendencies toward in‐group preference as opportunism governance.

The paper aims to compare two general team identification processes of consumers’ in-group-favor and out-group-animosity responses to sports sponsorship.

The paper draws on two studies and four samples of professional baseball fans in Taiwan (N = 1,294). In Study 1, data from the fans of three teams were analyzed by using multi-group structural equation modeling to account for team effects and to consider parallel in-group-favor and out-group-animosity processes. In Study 2, the fans of one team were sampled and randomly assigned to assess the sponsors of one of three specific competitor teams to account for differences in team competition and rivalry. In both studies, these two processes were compared using patterns of significant relationships and differences in the indirect identification-attitude-outcome relationships.

Positive outcomes of in-group-favor processes were broader in scope and were more pronounced in absolute magnitude than the negative outcomes of out-group-animosity processes across all outcomes and studies.

The research was conducted in one country and considered the sponsorship of one sport. It is possible that the results could differ for leagues within different countries, more global leagues and different fan bases.

The results suggest that managers should carefully consider whether the negative out-group-animosity outcomes are actually present, broad enough or strong enough to warrant costly or compromising intervention, because they might not always be present or meaningful.

The paper demonstrates the comparatively greater breadth and strength of in-group-favor processes when compared directly to out-group-animosity processes.

The purpose of this paper is to develop a comprehensive account for careers within the Greek academic system. Historical, cultural and geographical features of the country have created a unique context that has shaped the way academic careers evolve.

The primary methods of data collection were retrospective participant observation and discussions in interview form with individuals who have had various types of experience with the Greek Higher Education system.

The major factor that shapes careers in Greek academia is social capital or know-whom that operates within a broader cultural environment where institutional collectivism is extremely low, the in-group – out-group distinction is a major element, and political party affiliation plays a key role in everyday affairs. As a result academic careers in Greece are almost exclusively determined by membership, a priory or earned, to an “in-group” that is linked via blood, family friendship, business and political party ties. This “in-group” uses its social capital to control academic careers across all stages for the benefit of its members.

There are method limitations, but relevant concerns were largely alleviated by precautionary measures and the way data were utilized. Ethnography may be the most appropriate method to disentangle the way networks and social capital impact careers.

Achieving substantive change, such as increasing meritocracy, within a sector may be impossible without considering the broader cultural context that encapsulates it.

The study is among the very first to unveil the “dark side” of social capital, and show how social capital may benefit the interests of in-groups at the expense of the collective.

Uncertainty-identity theory serves as our guiding theoretical framework to explore subjective uncertainty, especially uncertainty about self and identity, and the ways in which communication within groups provides valuable social identity information to group members as a means to manage subjective uncertainty.

We review and synthesize research in communication science and social identity theory, specifically uncertainty-identity theory, to compare diverse understandings of uncertainty and the identity-shaping function of communication within groups.

Uncertainty inherent in dyadic interactions has received extensive attention in communication science. However, the identity-defining function of communication that flows within and between groups as a means to resolving uncertainty about subjectively important matters has received little attention in both social psychology and communication science.

We explore how communication that flows from in-group sources (e.g., leaders) serves to shape a shared reality and identity for group members while providing a framework for self-definition. We propose an agenda for future research that would benefit from an articulation of the importance of communication in the shaping and management of identity-uncertainty.

Uncertainty arousing rhetoric by influential in-group sources, such as leaders and the media can have serious implications for intergroup relations, as uncertain individuals seek distinctive and tight-knit groups and autocratic leaders under conditions of heightened uncertainty. The role that communication plays in shaping clear and distinct identities as a panacea for identity-uncertainty has implications for the intragroup normative structure of the group and for intergroup relations.