Interacting Dimensions of Diversity: Cross-Categorization and the Functioning of Diverse Work Groups.

The authors conducted an experiment to show how the interplay between informational diversity and other dimensions of diversity can account for some of the inconsistent effects of informational diversity in previous research. A total of 70 four-person groups involved in a decision-making task received homogeneous or heterogeneous information. By manipulating gender composition and bogus personality feedback, the authors created groups that were heterogeneous (i.e., had a strong basis for subgroup categorization) or were homogeneous on these dimensions. In diverse groups characterized by a diversity faultline, heterogeneity of information either converged with or cross-cut the faultline. Results showed that informational diversity enhanced group functioning when it was crossed rather than converged with the existing faultline, which became manifest in increased information elaboration, higher satisfaction, reduced relationship and task conflict, and a better team climate. Extending previous work, these findings show that informational diversity may have positive effects on team functioning even when teams are not homogeneous on other diversity dimensions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unity through diversity: Value-in-diversity beliefs, work group diversity, and group identification.

Research on work group diversity has more or less neglected the possibility that reactions to diversity may be informed by individuals' beliefs about the value of diversity (vs. homogeneity) for their work group. We studied the role of such diversity beliefs as a moderator of the relationship between work group diversity and individuals' identification with the work group across 2 studies. Study 1 was a cross-sectional survey that focused on gender diversity and gender diversity beliefs. Study 2 was a laboratory experiment in which work group diversity and diversity beliefs were manipulated. Results of both studies support the prediction that work group diversity and group identification are more positively related the more individuals believe in the value of diversity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ethnic diversity and distributed information in group decision making: The importance of information elaboration.

Ethnic diversity may impede groups' use of distributed information in decision making. This is not so much because diversity interferes with groups' ability to reach agreement, but because ethnic diversity may disrupt the elaboration (exchange and integration) of distributed information. The authors find evidence for this proposition in an experiment (N = 63 groups) in which ethnically diverse groups are shown to benefit more from instructions emphasizing information integration than ethnically homogeneous groups when dealing with distributed information, whereas neither ethnic diversity nor information integration instruction affected decision making performance in groups with fully shared information. These effects were mediated by a behavioral measure of group information elaboration. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On racial diversity and group decision making: Identifying multiple effects of racial composition on jury deliberations.

This research examines the multiple effects of racial diversity on group decision making. Participants deliberated on the trial of a Black defendant as members of racially homogeneous or heterogeneous mock juries. Half of the groups were exposed to pretrial jury selection questions about racism and half were not. Deliberation analyses supported the prediction that diverse groups would exchange a wider range of information than all-White groups. This finding was not wholly attributable to the performance of Black participants, as Whites cited more case facts, made fewer errors, and were more amenable to discussion of racism when in diverse versus all-White groups. Even before discussion, Whites in diverse groups were more lenient toward the Black defendant, demonstrating that the effects of diversity do not occur solely through information exchange. The influence of jury selection questions extended previous findings that blatant racial issues at trial increase leniency toward a Black defendant. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age and gender diversity as determinants of performance and health in a public organization: The role of task complexity and group size.

The influence of age and gender composition on group performance and self-reported health disorders was examined with data from 4,538 federal tax employees working in 222 natural work unit groups. As hypothesized, age diversity correlated positively with performance only in groups solving complex decision-making tasks, and this finding was replicated when analyzing performance data collected 1 year later. Age diversity was also positively correlated with health disorders--but only in groups working on routine decision-making tasks. Gender composition also had a significant effect on group performance, such that groups with a high proportion of female employees performed worse and reported more health disorders than did gender-diverse teams. As expected, effects of gender composition were most pronounced in large groups. Effects of age diversity were found when controlling for gender diversity and vice versa. Thus, age and gender diversity seem to play a unique role in performance and well-being. The moderating role of task complexity for both effects of age diversity and the moderating role of group size for both effects of gender diversity further suggest that the impact of these 2 variables depends on different group processes (e.g., knowledge exchange, variation in gender salience). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs.

In this study, the authors examined how individual gender-related attitudes and beliefs affect the reactions of men and women to gender diversity management programs in organizations. They found that whereas there were no significant between-sex differences in the effects of gender diversity management on organizational attractiveness, there were strong within-sex differences based on individual attitudes and beliefs. Specifically, within the sexes, centrality of one's gender identity, attitudes toward affirmative action for women, and the belief that women are discriminated against in the workplace moderated the effects of gender diversity management on organizational attractiveness. The findings, combined with prior research, suggest that it is critical for organizations to incorporate efforts to manage perceptions of gender diversity management programs into their diversity management strategies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing diversity and enhancing team outcomes: The promise of transformational leadership.

In a sample of 62 research and development (R&D) teams, the authors examined transformational leadership as a moderator of the relationship of age, nationality, and educational background diversity with team outcomes. When levels of transformational leadership were high, nationality and educational diversity were positively related to team leaders' longitudinal ratings of team performance. These relationships were nonsignificant when transformational leadership was low. Age diversity was not related to team performance when transformational leadership was high, and it was negatively related to team performance when transformational leadership was low. Two mediated moderation effects help explain these findings. Transformational leadership moderated the relationship of the 3 examined diversity dimensions with the elaboration of task-relevant information, which in turn was positively associated with team performance. Moreover, transformational leadership moderated the relationship of the 3 diversity types with collective team identification, which in turn was positively related to the elaboration of task-relevant information. The authors discuss the theoretical and practical implications of these results. Overall, this study suggests that transformational leadership can foster the utilization of the potential, but frequently untapped, benefits entailed by both demographic and informational/cognitive team diversity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of group size, problem difficulty, and sex on group performance and member reactions.

Examined the influence of group size, task difficulty, and member sex on the relationship between actual productivity and potential productivity proposed by I. D. Steiner (1972), and tested the predictive accuracy of hierarchical and equalitarian latency models proposed by F. Restle and J. H. Davis (1962). 349 undergraduates worked 3 intellectual problems of varying difficulty, either as individuals or in same-sex groups of 2, 3, 6, and 10 members. Actual performance was assessed using indexes of the proportion of solvers and time to solution. Potential performance scores were generated from theoretical models for the same indexes. Group size and problem difficulty were important determinants of group performance, whereas member sex generally was not. Size and difficulty effects varied depending on choice of performance measure. For the proportion index, groups often worked up to potential, but those same groups usually fell below potential on the latency index; they were effective but inefficient. Group performance on both indexes generally fell below potential as size and difficulty increased. The concept of "functional size" is advanced to explain the observed pattern of group performance: As group size increases the number of nonparticipators also increases, resulting in a functional group size smaller than actual size. (36 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Immunization status and sociodemographic characteristics: the mediating role of beliefs, attitudes, and perceived control

OBJECTIVES: This study examined how immunization-related beliefs, attitudes, and perceived control mediate up-to-date immunization among various sociodemographic groups. METHODS: Statewide estimates of immunization rates among children up to the age of 2 years were obtained via a multistage cluster sample. In-person interviews were conducted with 4832 parents. Information about immunization was obtained from official records or from health care providers. RESULTS: Differences in immunization among sociodemographic groups were mediated by beliefs about objective barriers to immunization, protection, medical contraindication, safety concerns, distrust, and natural immunity. Protection beliefs contributed to positive attitudes toward immunization; beliefs in natural immunity and safety concerns contributed to negative attitudes. Beliefs about objective barriers, distrust, safety concerns, and medical contraindications influenced perceived control over immunization. Positive attitudes and a strong sense of control contributed to higher immunization rates. CONCLUSION: These findings provide a basis for efficient educational campaigns by specifying which beliefs should be bolstered (because they facilitate proper immunization) and which should be targeted for change (because they hinder proper immunization) in various sociodemographic groups.     

Pygmalion, Galatea, and the Golem: Investigations of biased and unbiased teachers.

Examined differential expectancy effects as a function of teachers' susceptibility to biasing information and the distinction between positive ("Galatea") and negative ("Golem") outcomes of teacher expectancies. 26 biased and unbiased student teachers were identified on the basis of their susceptibility to biasing information in scoring drawings allegedly made by high- or low-status students. High-bias teachers treated the students they perceived to be of low potential negatively while at the same time treating randomly selected students in a manipulated high-expectancy group as favorably as they treated the students they themselves nominated as being of high potential. Unbiased teachers treated all 3 groups of students (N?=?202) equitably. The strongest and most consistent Golem effects were observed for behavioral manifestations of dogmatism. These patterns of differential negative expectancy effects were evident not only in teachers' behavior but also in students' actual performance of specially designed tasks. (27 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Vengefully ever after: Destiny beliefs, state attachment anxiety, and forgiveness.

Two studies examined how destiny beliefs (that potential relationships are or are not "meant to be") interact with state attachment anxiety to predict forgiveness tendencies. In Study 1, participants experienced an experimental manipulation of attachment anxiety (vs. security) before indicating the degree to which they would forgive a series of hypothetical partner offenses. In Study 2, participants reported every 2 weeks for 6 months (14 waves in total) on offenses enacted by their partner and indicated the degree to which they forgave the partner, both concurrently and 2 weeks later. Consistent with predictions, results revealed Destiny Beliefs × State Attachment Anxiety interaction effects: Strong (relative to weak) destiny beliefs predicted reduced forgiveness tendencies for individuals experiencing state attachment anxiety, but such beliefs were not associated with forgiveness for individuals experiencing state attachment security. Results from Study 2 suggest that this interaction effect was significantly mediated through trust in the partner. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Essentialism in Brazilian children's extensions of animal names.

The present study investigates whether Brazilian children have essentialist beliefs about animal categories. Two groups of Brazilian 4-year-olds (middle class and from shantytowns) were told that 2 animals share either internal or superficial properties. They were then taught labels for the animals. Across conditions, children from both groups were equally likely to interpret the labels as referring to mutually exclusive categories of animals, but they differed on how likely they were to maintain an inclusion relation between the labels. More important, children from both groups were more likely to accept a common label for animals sharing internal than superficial properties, indicating that internal property information convinced children that the animals were of the same kind. These findings were comparable to the results of a recent study by G. Diesendruck, S. A. Gelman, and K. Lebowitz (1998) with North American 4-year-olds. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Group decision making in hidden profile situations: Dissent as a facilitator for decision quality.

The effect of diversity in individual prediscussion preferences on group decision quality was examined in an experiment in which 135 three-person groups worked on a personnel selection case with 4 alternatives. The information distribution among group members constituted a hidden profile (i.e., the correct solution was not identifiable on the basis of the members' individual information and could be detected only by pooling and integrating the members' unique information). Whereas groups with homogeneous suboptimal prediscussion preferences (no dissent) hardly ever solved the hidden profile, solution rates were significantly higher in groups with prediscussion dissent, even if none of these individual prediscussion preferences were correct. If dissent came from a proponent of the correct solution, solution rates were even higher than in dissent groups without such a proponent. The magnitude of dissent (i.e., minority dissent or full diversity of individual preferences) did not affect decision quality. The beneficial effect of dissent on group decision quality was mediated primarily by greater discussion intensity and to some extent also by less discussion bias in dissent groups. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Children's, adolescents', and young adults' thinking about different types of disagreements.

Individuals' thinking about different types of disagreements was examined. Ninety-six participants in third grade (mean age?=?8 years 9 months), seventh grade (mean age?=?13 years 2 months), and college (mean age?=?21 years 10 months) judged the acceptability of believing and acting on different types of beliefs with which they disagree, the attributes of the persons with whom they disagree, and the relative importance of cultural uniformity or diversity of belief. Findings indicated that participants' thinking did not simply become more tolerant with age; their thinking at all ages was constrained by both the realm over which there was disagreement and the form of the disagreement. At all ages, participants judged that some disagreements were acceptable and some unacceptable, described disagreeing others in terms of different (more or less positive) attributes, and judged that diversity of belief was important in some realms but uniformity was preferable in others. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Parenting beliefs and behaviors in northern and southern groups of Italian mothers of young infants.

Similarities and differences in northern and southern Italian mothers' social and didactic parenting beliefs and behaviors, and relations between their beliefs and behaviors, are reported. Both groups of mothers reported that they engaged more in social than didactic interactions with their infants, whereas in actuality both groups engaged in didactic behaviors with their infants for longer periods of time than they engaged in social behaviors. In addition, northern mothers engaged in more social interactions with their infants than did southern mothers. No correlations between beliefs and behaviors emerged in either group. These data speak to issues of intracultural variation and cross-cultural similarities in family psychology and parenting, belief-behavior relations in parenting, and the importance of methodology (parental report or observation) in the study of parenting and family functioning. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Implicit negotiation beliefs and performance: Experimental and longitudinal evidence.

The authors argue that implicit negotiation beliefs, which speak to the expected malleability of negotiating ability, affect performance in dyadic negotiations. They expected negotiators who believe negotiating attributes are malleable (incremental theorists) to outperform negotiators who believe negotiating attributes are fixed (entity theorists). In Study 1, they gathered evidence of convergent and discriminant validity for the implicit negotiation belief construct. In Study 2, they examined the impact of implicit beliefs on the achievement goals that negotiators pursue. In Study 3, they explored the causal role of implicit beliefs on negotiation performance by manipulating negotiators' implicit beliefs within dyads. They also identified perceived ability as a moderator of the link between implicit negotiation beliefs and performance. In Study 4, they measured negotiators' beliefs in a classroom setting and examined how these beliefs affected negotiation performance and overall performance in the course 15 weeks later. Across all performance measures, incremental theorists outperformed entity theorists. Consistent with the authors' hypotheses, incremental theorists captured more of the bargaining surplus and were more integrative than their entity theorist counterparts, suggesting implicit theories are important determinants of how negotiators perform. Implications and future directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Different Emotional Reactions to Different Groups: A Sociofunctional Threat-Based Approach to "Prejudice".

The authors suggest that the traditional conception of prejudice--as a general attitude or evaluation--can problematically obscure the rich texturing of emotions that people feel toward different groups. Derived from a sociofunctional approach, the authors predicted that groups believed to pose qualitatively distinct threats to in-group resources or processes would evoke qualitatively distinct and functionally relevant emotional reactions. Participants' reactions to a range of social groups provided a data set unique in the scope of emotional reactions and threat beliefs explored. As predicted, different groups elicited different profiles of emotion and threat reactions, and this diversity was often masked by general measures of prejudice and threat. Moreover, threat and emotion profiles were associated with one another in the manner predicted: Specific classes of threat were linked to specific, functionally relevant emotions, and groups similar in the threat profiles they elicited were also similar in the emotion profiles they elicited. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Participation in formal and informal campus diversity experiences: Effects on students' racial democratic beliefs.

The authors examined the influence of participation in formal campus diversity experiences (e.g., courses and workshops) and interracial friendships on 2 specific democratic racial beliefs among a racially diverse sample of freshmen (N = 589). Using separate path analyses for each outcome, the authors examined the effects of diversity experiences and friendships on universal diverse orientation (UDO) and color-blind racial ideology over the course of an academic year. While controlling for sex and entrance attitudes, the authors found support across racial groups for models predicting UDO and racial color-blindness. Furthermore, participation in formal diversity experiences and interracial friendships mediated a number of the associations. The authors also tested 2 causal mediation models examining the influence of 1 racial belief at entrance on the other racial belief at follow-up (e.g., UDO at entrance on racial color-blindness at follow-up) and found that the model predicting color-blind racial ideology provided an adequate fit to the data for White, Black, and Latino/a students; participation in formal diversity experiences mediated this association among White students. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Posterodorsal septal lesions impair performance on both shift and stay working memory tasks.

Two groups of male Long-Evans rats (N?=?42) were trained preoperatively on either a shift or a stay problem in a T-maze. Training trials consisted of 2 runs, an "information run" in which S was forced to go down 1 of the 2 arms of the T-maze, followed immediately by a "choice run" in which S could choose either arm. In the shift condition, Ss were rewarded with wet mash only for choosing the arm opposite the one they entered on the information run. In the stay condition, Ss were rewarded for entering the arm that was entered on the information run. The shift group reached 100% performance accuracy after fewer trials than the stay group. Choice accuracy in both groups declined as the delay increased and returned to 100% at the 0-sec delay. Half of the Ss in each condition then received either lesions of the posterodorsal septum—aimed at disconnecting the septum and hippocampus—or control surgery. Results indicate that deficits in maze performance by Ss with septo-hippocampal damage were not restricted to tasks that require alternation of spatial locations. This finding falsifies the notion that maze deficits reflect a spontaneous alternation deficit or changed "spatial strategy," but it supports the hypothesis of a working memory deficit in these Ss. (4 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

SPECT scatter modelling in non-uniform attenuating objects

When young children appear to recognize that someone else is engaging in make-believe play, do they infer what the pretender is thinking? Are they aware that the pretender is thinking about a pretend scenario yet knows what the real situation is? Preschoolers ages 3-5 (N = 45) viewed scenes from the Barney & Friends television series depicting either make-believe or realistic actions. Children were questioned concerning the presence of pretense and the thoughts and beliefs of the TV characters. The children were also presented with false belief and appearance/reality theory of mind tasks. Children who identified when TV characters were engaging in pretend play did not necessarily infer the pretenders' thoughts and beliefs. Inferring pretenders' thoughts was related to performance on false belief and appearance/reality tasks, but simply recognizing pretense was not. These data support the view that children initially learn to recognize pretense from contextual cues and are able to infer pretenders' beliefs only with further development of metarepresentational ability.