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Book part
Publication date: 6 July 2005

John 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.

Details

Social Identification in Groups
Type: Book
ISBN: 978-0-76231-223-8

Article
Publication date: 18 December 2019

C. Min Han and Hyojin Nam

The purpose of this paper is to examine how consumer ethnocentrism (CET) and cosmopolitanism (COS) may affect Asian consumers’ perceptions of out-group countries and their…

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Abstract

Purpose

The purpose of this paper is to examine how consumer ethnocentrism (CET) and cosmopolitanism (COS) may affect Asian consumers’ perceptions of out-group countries and their products, doing so by examining similar vs dissimilar countries across countries of origin. Given the strong inter-country rivalries that exist among Asian countries, the authors propose two alternative hypotheses, drawing from social identity theory and realistic group conflict theory.

Design/methodology/approach

To test the hypotheses, the authors examine consumer perceptions of both Western countries (dissimilar out-groups) and Asian countries (similar out-groups) within China (Study 1). In addition, the authors investigate how CET and COS affect consumer perceptions of Asian countries in Japan and in non-Asian dissimilar countries, and compare the effects between the two regions (Study 2).

Findings

The findings indicate that CET shows greater negative effects on perceptions of a country and its products, when the country is from a similar out-group than when it is from a dissimilar one. On the other hand, COS showed equally strong positive effects among consumers for both similar and dissimilar out-group countries.

Research limitations/implications

The results suggest that Asian consumers feel a sense of intergroup rivalry with other Asian countries, and, as a result, exhibit a greater degree of ethnocentric biases toward these countries and their products than they do toward Western countries and products. Also, the results suggest that COS may transcend national differences and inter-country rivalries in consumer consumption tendencies.

Originality/value

The study examines inter-country similarities as a moderator of CET and COS effects, which has not been extensively researched in the past. In addition, the study discusses the concept of intergroup rivalry among neighboring countries and examines how it affects consumer perceptions of out-group countries and their products in Asia, where strong inter-country rivalries exist.

Details

International Marketing Review, vol. 37 no. 1
Type: Research Article
ISSN: 0265-1335

Keywords

Book part
Publication date: 3 October 2015

Flora Farago, Kay Sanders and Larissa Gaias

This chapter draws on developmental intergroup theory, parental ethnic-racial socialization literature, anti-bias curricula, and prejudice intervention studies to address the…

Abstract

This chapter draws on developmental intergroup theory, parental ethnic-racial socialization literature, anti-bias curricula, and prejudice intervention studies to address the appropriateness of discussing race and racism in early childhood settings. Existing literature about teacher discussions surrounding race and racism is reviewed, best practices are shared, and the need for more research in this area is highlighted. The construct of parental ethnic-racial socialization is mapped onto early childhood anti-bias classroom practices. The chapter also outlines racial ideologies of teachers, specifically anti-bias and colorblind attitudes, and discusses how these ideologies may manifest in classroom practices surrounding race and racism. Colorblind ideology is problematized and dissected to show that colorblind practices may harm children. Young children’s interpretations of race and racism, in light of children’s cognitive developmental level, are discussed. Additionally, findings from racial prejudice intervention studies are applied to teaching. Early literacy practices surrounding race and racism are outlined with practical suggestions for teachers and teacher educators. Moreover, implications of teacher practices surrounding race and racism for children’s development, professional development, and teacher education are discussed.

Article
Publication date: 1 August 2002

Belinda Dewsnap and David Jobber

This paper highlights the opportunity to investigate relations between the marketing and sales departments of fast moving consumer goods (FMCG) companies. Drawing on empirical…

5370

Abstract

This paper highlights the opportunity to investigate relations between the marketing and sales departments of fast moving consumer goods (FMCG) companies. Drawing on empirical results from social psychology, the authors develop a framework for exploring the social psychological causes and effects of intergroup relations in FMCG marketing. This conceptual model integrates two social psychological theories, the realistic group conflict theory, and the social identity theory. As a development to previous applications of these theories, the model extends beyond the social psychological effects of intergroup relations to consider the implications for organizational effectiveness. A number of research propositions to guide future research are also developed, and the paper concludes with a discussion of managerial and future research implications.

Details

European Journal of Marketing, vol. 36 no. 7/8
Type: Research Article
ISSN: 0309-0566

Keywords

Article
Publication date: 6 May 2014

Jay Joseph

The purpose of this paper is to examine the role that pre-merger identification plays within a post-merger setting. Social Identity Theory (SIT) has conflicting reports on the…

2963

Abstract

Purpose

The purpose of this paper is to examine the role that pre-merger identification plays within a post-merger setting. Social Identity Theory (SIT) has conflicting reports on the role that pre-merger identification plays in post-merger integration. The current research explores a case study where enhancing pre-merger identification resulted in positive post-merger identification and intergroup relations; progressing knowledge in the field by analysing the contextual factors that facilitate this outcome.

Design/methodology/approach

The research follows a case study design applying integration method for the study of changes over time. Two sets of in-depth semi-structured interviews underwent content analysis to derive thematic findings. Case detail was also provided to frame the results.

Findings

Findings of the research showed that the integration strategy used to facilitate pre-merger ingroup identification reduced the perceived status differences between groups, moderately improved ingroup relations, and significantly improved intergroup relations.

Practical implications

For strategic planners involved in managing change during a merger, the findings provide an alternative integration strategy to be used within a joint-brand structure. The research also provides several analysis points that managers can use to design appropriate integration strategies.

Originality/value

The findings are important for the application of SIT to mergers and acquisitions, which commonly view pre-merger identification as a barrier to integration. The current study outlines the contextual factors which strengthen the relationship between pre-merger identity and post-merger identification.

Details

Journal of Organizational Change Management, vol. 27 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 7 April 2021

Yongyi Liang, Haibo Wang, Ming Yan and Jun Xie

This study aims to investigate the relationship between leader group prototypicality and intergroup conflict, as well as its mechanisms and contextual factors using the social…

Abstract

Purpose

This study aims to investigate the relationship between leader group prototypicality and intergroup conflict, as well as its mechanisms and contextual factors using the social identity theory.

Design/methodology/approach

The research model was empirically tested using multi-phase, multi-source and multilevel survey data in China. The final sample consisted of 75 group leaders and 231 group members. Multilevel structural equation modelling and a Monte Carlo simulation were used for hypothesis testing.

Findings

The results showed that leader group prototypicality would engender intergroup conflict via intergroup distinctiveness. Further, leaders’ benchmarking behaviour moderated this indirect effect. In particular, leader group prototypicality resulted in higher intergroup distinctiveness and intergroup conflict, only when the leaders’ benchmarking behaviour was higher rather than lower.

Originality/value

First, this study addresses the question of whether leader group prototypicality would lead to intergroup conflict to provide theoretical and empirical insights to supplement extant literature. Second, the study advances the understanding of mechanisms (intergroup distinctiveness) and the consequences (intergroup conflict) of leader group prototypicality in an intergroup context. Third, the study shows that leaders’ benchmarking behaviour moderates the effect of leader group prototypicality on intergroup conflict through intergroup distinctiveness. As such, the findings are of value to future management practice by offering precise, practical interventions to manage the intergroup conflict caused by leader group prototypicality.

Details

International Journal of Conflict Management, vol. 32 no. 4
Type: Research Article
ISSN: 1044-4068

Keywords

Open Access
Article
Publication date: 6 March 2023

Oskari Rintala

For a long time, researchers have stressed the importance of identity for collaborative supply relationships. Accordingly, it has been proposed that supply relationships may be…

Abstract

Purpose

For a long time, researchers have stressed the importance of identity for collaborative supply relationships. Accordingly, it has been proposed that supply relationships may be efficiently managed by establishing a shared collective identity among partners. However, this strategy may challenge the partners' individual distinctiveness and thus lead to adversarial relationship outcomes. In this article, it is argued how and when establishing an intergroup relational identity may be a better choice than building a collective identity.

Design/methodology/approach

The conceptual research is based on an analysis of previous literature. Relational identity theorizing and the theory of intergroup leadership are applied to build on and extend previous views on identity in interorganizational contexts.

Findings

It is proposed that when supply chain actors are subject to identity threats in collaborative supply relationships, such threats are driven by the imbalance of power between or among the parties. Therefore, establishing an intergroup relational identity should be preferred over a collective identity in situations characterized by a high identity threat.

Research limitations/implications

Future studies could support this article's theoretical suggestions with empirical evidence.

Practical implications

Intergroup relational identity preserves the distinctiveness of all parties involved in a collaborative relationship and is based on their individual contributions. Managers could support a collaborative environment and promote a shared vision between or among organizations through appropriate rhetoric.

Originality/value

This study contributes to an understanding of the relational aspects of interorganizational behavior by adapting social psychological theories to this area of research.

Details

International Journal of Physical Distribution & Logistics Management, vol. 53 no. 2
Type: Research Article
ISSN: 0960-0035

Keywords

Article
Publication date: 30 September 2013

Andrea Caputo

What is the discipline's current grasp of cognitive biases in negotiation processes? What lessons can be drawn from this body of literature? The purpose of this paper is to review…

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Abstract

Purpose

What is the discipline's current grasp of cognitive biases in negotiation processes? What lessons can be drawn from this body of literature? The purpose of this paper is to review and discuss the limited research on cognitive biases in the context of negotiations.

Design/methodology/approach

This article reviews research from judgment and decision-making, conflict management, psychology, and management literatures to systematize what we already know about cognitive biases in negotiations.

Findings

Decision-making studies have mainly identified 21 biases that may lead to lower quality decisions. Only five of those biases have been studied relating to negotiations: the anchoring, the overconfidence, the framing, the status quo and the self-serving bias. Moreover, negotiation literature has identified five additional biases that affect negotiation processes: the fixed-pie error, the incompatibility error, the intergroup bias, the relationship bias and the toughness bias. Biased behavior differs across cultures and emotional mood.

Research limitations/implications

Implications for future research include building comprehensive models of how negotiators can overcome cognitive biases, studying interconnections between different biases, and increasing complexity of the studies to provide practitioners with more practical advice.

Originality/value

The literature reviewed in this paper spans diverse disciplines and perspectives. This paper can be a starting point for researchers interested in understanding how cognitive biases affect negotiations. Moreover, it could be a starting point for future research on this field.

Details

International Journal of Conflict Management, vol. 24 no. 4
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 2 September 2019

Dimitrios Karolidis and Fotis Vouzas

The purpose of this paper is to introduce the concept of work group diversity dynamics as a novel approach for studying diverse work groups. The authors profile the dynamic…

1166

Abstract

Purpose

The purpose of this paper is to introduce the concept of work group diversity dynamics as a novel approach for studying diverse work groups. The authors profile the dynamic processes within diverse work-groups and provide an overview of main objectives.

Design/methodology/approach

The paper draws on years of accumulated diversity research to cast a temporal and dynamic lens on the processes taking place within diverse work groups. After outlining the state of the art in work group diversity research, the definition, overall framework and profile of work group diversity dynamics is offered.

Findings

The paper argues that by adopting a temporal and dynamic perspective for studying diverse work groups, one can shift focus from the traditional perspective of “what is diversity” to “what happens within diverse work groups”. The paper disentangles the activities taking place within diverse work groups, defines the actual team processes and finally highlights how these processes might be affected by time and dynamism.

Originality/value

After almost 30 years of diversity research the mechanisms and processes through which diversity is translated into individual and organizational outcomes are not yet sufficiently understood and studied. This paper highlights a temporal and dynamic perspective for studying work group diversity, a view that is yet uncharted in diversity literature.

Details

Team Performance Management: An International Journal, vol. 25 no. 5/6
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 31 July 2020

Henry C.Y. Ho and Dannii Y. Yeung

With age diversity in the workplace becoming increasingly prevalent, the conflict between younger and older workers can be pervasive because of their increased interpersonal…

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Abstract

Purpose

With age diversity in the workplace becoming increasingly prevalent, the conflict between younger and older workers can be pervasive because of their increased interpersonal tensions from heterogeneous interactions. Adopting an identity-based approach, this study aims to examine the causes, underlying mechanisms and specific strategies used to manage such conflict. It was hypothesized that there is an interaction effect between age-group identification and organizational identification on conflict strategies and that this relationship can be explained by the mediating role of motivational goal orientation.

Design/methodology/approach

A total of 380 clerical workers in Hong Kong, aged 19–65, responded to two hypothetical scenarios about conflict with a younger and an older worker using a structured questionnaire on social identity, motivational goal orientation and conflict strategies. Moderated mediation analyzes were performed to test the hypothesized conditional indirect effects.

Findings

Results showed that workers who identified with the organization emphasized less on independent goals (with a younger opposing party) and more on cooperative goals (with an older opposing party) when they did not perceive an age-group differentiation, and thus, they were more likely to respond in a way that de-escalates the conflict, including the use of integrating, obliging and compromising strategies.

Originality/value

Extending age-related conflict research beyond identifying generational differences, this study highlights the role of social identity and suggests that employers and managers should strengthen employees’ organizational identification and build a fair work environment that facilitates positive interaction between younger and older workers.

Details

International Journal of Conflict Management, vol. 32 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

1 – 10 of over 3000