The effects of group cohesiveness on social loafing and social compensation.

Individuals often engage in social loafing, exerting less effort on collective rather than individual tasks. Two experiments tested the hypothesis that social loafing can be reduced or eliminated when individuals work in cohesive rather than noncohesive groups. In Experiment 1, secretarial students typed both individually and collectively in simulated word-processing pools composed of either friends or strangers. In Experiment 2, dyads composed of either friends or strangers worked either coactively or collectively on an idea-generation task. Both studies supported the group cohesiveness hypothesis. Experiment 2 also suggested that individuals tend to engage in social compensation when working with coworkers who are low in ability. These findings are discussed in relation to S. J. Karau and K. D. Williams's (1993) Collective Effort Model. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Coworker ability and effort as determinants of individual effort on a collective task.

Research on social compensation has documented that individuals may actually work harder collectively than individually under some conditions in order to compensate for the expected poor performance of other group members. The present study examined the joint effects of both coworker ability and coworker effort expectations on collective task performance. Participants (N?=?112) worked either coactively or collectively on an idea-generation task with a coworker who was believed to be either high or low on both effort and ability at the task. When group members were paired with a partner who they believed would exert low effort, they (a) compensated when the partner had low ability and (b) loafed when the partner had high ability. Implications of these findings for group research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Group cohesiveness and social loafing: Effects of a social interaction manipulation on individual motivation within groups.

Previous research has shown that individuals often engage in social loafing, exerting less effort on collective rather than individual tasks. However, nearly all of the prior research has examined noncohesive groups. An experiment was designed to test the hypothesis that social loafing can be reduced or eliminated among cohesive groups. Fifty-nine dyads discussed a controversial issue on which they agreed strongly (high cohesiveness), disagreed strongly (low cohesiveness), or disagreed mildly (control), then worked either coactively or collectively on an idea-generation task. Members of low-cohesiveness and control groups engaged in social loafing, whereas members of high-cohesiveness groups worked just as hard collectively as coactively. These findings are discussed in relation to S. J. Karau and K. D. Williams's (1993) Collective Effort Model of individual motivation in groups. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Productivity loss in performance groups: People who see themselves as average do not engage in social loafing.

The authors predicted that individuals who see themselves as average (e.g., who have a generalized belief in being no better or worse than others) do not engage in social loafing, unlike those who see themselves as generally superior to others. As expected, study participants who felt uniquely superior expended less effort when working collectively than when working coactively on an easy task, but they actually worked harder collectively than coactively on a more challenging task. Such effects did not occur in participants who perceived themselves as average. Taken together, these findings provide further support for S. J. Karau and K. D. Williams's (see record 1994-33384-001) collective effort model. They also suggest that what people come to believe about the relation between the self and others is a crucial factor in collective work contexts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Social loafing: A meta-analytic review and theoretical integration.

Social loafing is the tendency for individuals to expend less effort when working collectively than when working individually. A meta-analysis of 78 studies demonstrates that social loafing is robust and generalizes across tasks and S populations. A large number of variables were found to moderate social loafing. Evaluation potential, expectations of co-worker performance, task meaningfulness, and culture had especially strong influence. These findings are interpreted in the light of a collective effort model that integrates elements of expectancy-value, social identity, and self-validation theories. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"I didn't do it:" Responsibility biases in open and closed groups.

Group members often take more responsibility for the group's outcomes than others give to them. Extending evidence that egocentrism can be muted when group members are individuated (the "unpacking effect"), the authors predicted that members of open groups would be less egocentric than members of closed groups. In open groups, the possibility of membership fluctuation reduces collectiveness, breaking the group into individuals, which in turn lessens egocentrism. The authors tested these predictions in a study of groups of students working on a task relevant to their academic success. Members claimed more personal responsibility when they worked in closed groups relative to open groups (egocentrism), and lack of cohesion mediated the open- versus closed-group link to responsibility allocations. Moreover, members of open groups did not take more responsibility after a success than a failure, whereas those in closed, successful groups claimed more credit than members of failure groups (self-serving bias). The discussion suggests that open groups, although often thought to create conflict as members compete, may contribute to a reduction in both egocentrism and self-serving responsibility allocations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Expertise in Group Problem Solving: Recognition, Social Combination, and Performance.

This laboratory study assessed how recognition of expertise affects group decision making and performance. Three-person groups and independent individuals solved 4 intellective problem-solving tasks in 3 experimental conditions: 4 individual tasks, 1 individual task followed by 2 group tasks followed by 1 individual task, or 1 individual task followed by 2 group tasks (with intragroup rankings) followed by 1 individual task. Findings indicate that (a) both groups with ranking information and groups without are fairly well calibrated with respect to expertise, (b) group decisions were best approximated by "expert-weighted" decision schemes in which the highest performing member of the group has twice the influence of other group members, and (c) groups performed at the level of the best of an equivalent number of individuals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stereotype threat and working memory: Mechanisms, alleviation, and spillover.

Stereotype threat (ST) occurs when the awareness of a negative stereotype about a social group in a particular domain produces suboptimal performance by members of that group. Although ST has been repeatedly demonstrated, far less is known about how its effects are realized. Using mathematical problem solving as a test bed, the authors demonstrate in 5 experiments that ST harms math problems that rely heavily on working memory resources--especially phonological aspects of this system. Moreover, by capitalizing on an understanding of the cognitive mechanisms by which ST exerts its impact, the authors show (a) how ST can be alleviated (e.g., by heavily practicing once-susceptible math problems such that they are retrieved directly from long-term memory rather than computed via a working-memory-intensive algorithm) and (b) when it will spill over onto subsequent tasks unrelated to the stereotype in question but dependent on the same cognitive resources that stereotype threat also uses. The current work extends the knowledge of the causal mechanisms of stereotype threat and demonstrates how its effects can be attenuated and propagated. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Once, twice, or three times as harmful? Ethnic harassment, gender harassment, and generalized workplace harassment.

Despite scholars’ and practitioners’ recognition that different forms of workplace harassment often co-occur in organizations, there is a paucity of theory and research on how these different forms of harassment combine to influence employees’ outcomes. We investigated the ways in which ethnic harassment (EH), gender harassment (GH), and generalized workplace harassment (GWH) combined to predict target individuals’ job-related, psychological, and health outcomes. Competing theories regarding additive, exacerbating, and inuring (i.e., habituating to hardships) combinations were tested. We also examined race and gender differences in employees’ reports of EH, GH, and GWH. The results of two studies revealed that EH, GH, and GWH were each independently associated with targets’ strain outcomes and, collectively, the preponderance of evidence supported the inurement effect, although slight additive effects were observed for psychological and physical health outcomes. Racial group differences in EH emerged, but gender and race differences in GH and GWH did not. Implications are provided for how multiple aversive experiences at work may harm employees’ well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dispensability of member effort and group motivation losses: Free-rider effects.

Three experiments tested the hypothesis that group members exert less effort as the perceived dispensability of their efforts for group success increases. The resultant motivation losses were termed "free-rider effects." In Exp I, 189 undergraduates of high or low ability performed in 2-, 4-, or 8-person groups at tasks with additive, conjunctive, or disjunctive demands. As predicted, member ability had opposite effects on effort under disjunctive and conjunctive task demands. The failure to obtain a relationship between group size and member effort in Exp I was attributed to a procedural artifact eliminated in Exp II (73 Ss). As predicted, as groups performing conjunctive and disjunctive tasks increased in size, member motivation declined. This was not a social loafing effect; group members were fully identifiable at every group size. Exp III (108 Ss) explored the role that performance feedback plays in informing group members of the dispensability of their efforts and encouraging free riding. Results are generally consistent with those of Exps I and II. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A comparative study of individual, majority, and group judgment.

"The performance of individuals working alone, under majority rule, and as members of discussion groups were compared on a complex intellectual task… . The results indicated that:… Majority decisions, when deadlocks are evenly divided between right and wrong, decisions, are not significantly different from those made by the average individual and are inferior to those of the best members of the group working alone… . Group decisions, reached through cooperative deliberation, are significantly superior to decisions made by individual members working alone and to majority rule." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Composition, process, and performance in self-managed groups: The role of personality.

Using the five factor model with an emphasis on extraversion and conscientiousness, the authors investigated how personality is related to small group processes and outcomes. Graduate students (N ?=?289) assigned to 4- and 5-person teams in 61 groups engaged in a series of creative problem-solving tasks over a period of several weeks. Extraversion was associated with group processes and outcomes at both individual and group levels of analysis. At the individual level, extraverts were perceived by others as having greater effect than introverts on group outcomes. Covariance structure modeling suggested that extraverts induce these perceptions through the provision of both socioemotional and task-related inputs. At the group level, the proportion of relatively extraverted members was related curvilinearly to task focus and group performance. Contrary to expectations, Conscientiousness was unrelated to processes and outcomes at either the individual or group level. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Majority and minority influence in group negotiation: The moderating effects of social motivation and decision rules.

In organizational groups, often a majority has aligned preferences that oppose those of a minority. Although such situations may give rise to majority coalitions that exclude the minority or to minorities blocking unfavorable agreements, structural and motivational factors may stimulate groups to engage in integrative negotiation, leading to collectively beneficial agreements. An experiment with 97 3-person groups was designed to test hypotheses about the interactions among decision rule, the majority's social motivation, and the minority's social motivation. Results showed that under unanimity rule, minority members block decisions, thus harming the group, but only when the minority has proself motivation. Under majority rule, majority members coalesce at the minority's expense, but only when the majority has a proself motivation. Implications for negotiation research and group decision making are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of trust on creative problem solving groups.

Examined the dynamics of interpersonal trust in group creative problem solving. Each member of 29 4-person groups of undergraduate females was led via manipulated feedback from 3 other group members to perceive a high trust, low trust, or control (no trust) manipulation condition. Two instructional sets were used: a standard brainstorming technique and synectics. Performance was measured by the number of ideas each group generated. Self-report data were taken on perceived effort, satisfaction, and group attractiveness. The high trust and control groups outperformed those in the low trust conditions on each of 3 tasks. Also, it appears that when information about trust is lacking in the group, members assume that relatively high trust exists. No differential impact due to problem-solving instructions was found. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subtyping versus subgrouping processes in stereotype representation.

Participants were instructed to organize information about group members either by distinguishing stereotype-consistent from stereotype-inconsistent individuals (subtyping instructions), by dividing the individuals into multiple groups on the basis of similarities and differences (subgrouping instructions), or with no explicit organizing instructions. Participants given the subtyping instructions showed greater perceived stereotypicality and homogeneity and perceived a greater difference in how typical the confirming versus disconfirming group members were, relative to subgroup participants. Study 2 demonstrated natural variation among participants in the perceived atypicality of the disconfirming relative to confirming individuals when learning about a gay activist group. Atypicality predicted perceptions of this group, even when prejudice and strength of stereotyping toward gays as a whole were statistically controlled. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Biased information search in group decision making.

Research has shown that people prefer supporting to conflicting information when making decisions. Whether this biased information search also occurs in group decision making was examined in three experiments. Experiment 1 indicated that groups as well as individuals prefer supporting information and that the strength of this bias depends on the distribution of the group members' initial decision preferences. The more group members had chosen the same alternative prior to the group discussion (group homogeneity), the more strongly the group preferred information supporting that alternative. Experiment 2 replicated these results with managers. Experiment 3 showed that the differences between homogeneous and heterogeneous groups reflect group-level processes. Higher commitment and confidence in homogeneous groups mediated this effect. Functional and dysfunctional aspects of biased information seeking in group decision making are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attributional style, task selection, and achievement.

In a study of causal attributions for achievement and their effects on task selection, it was found that 743 5th–12th graders who attributed their own success on achievement tasks to ability, effort, or luck preferred tasks that were compatible with such beliefs. Thus, students who generally attributed their achievement to ability were likely to prefer tasks in which competence was a requisite to outcome. Conversely, students who believed that success was largely a function of luck were likely to avoid ability tasks and prefer games of chance. This tendency was relatively unaffected by an immediate experience of success or failure at a task and generalized across age, sex, and urban–rural groups. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Imagining the future: Degraded representations of future rewards and events in schizophrenia.

Over the course of life, most people work toward temporally distant rewards such as university degrees or work-related promotions. In contrast, many people with schizophrenia show deficits in behavior oriented toward long-term rewards, although they function adequately when rewards are more immediately present. Moreover, when asked about possible future events, individuals with schizophrenia show foreshortened future time perspectives relative to healthy individuals. Here, we take the view that these deficits are related and can be explained by cognitive deficits. We compared the performance of participants with schizophrenia (n = 39) and healthy participants (n = 25) on tasks measuring reward discounting and future event representations. Consistent with previous research, we found that relative to healthy participants, those with schizophrenia discounted the value of future rewards more steeply. Furthermore, when asked about future events, their responses were biased toward events in the near future, relative to healthy participants' responses. Although discounting and future representations were unrelated in healthy participants, we found significant correlations across the tasks among participants with schizophrenia, as well as correlations with cognitive variables and symptoms. Further analysis showed that statistically controlling working memory eliminated group differences in task performance. Together these results suggest that the motivational deficits characteristic of schizophrenia relate to cognitive deficits affecting the ability to represent and/or evaluate distant outcomes, a finding with important implications for promoting recovery from schizophrenia. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Impact of group goals, task component complexity, effort, and planning on group performance.

Tested a model asserting that goal difficulty and task component complexity influence group performance by affecting the effort exerted by group members, the amount and quality of their planning, and the timing of their planning (preplanning vs in-process planning). Hypotheses derived from this model were tested in a 2?×?2 experimental design. 56 groups of 4 students each worked for 15 min building Tinkertoy structures. Results show that group-goal difficulty influenced group performance through effort; task component complexity influenced performance through the amount of planning performed by group members and the level of effort invested in their work; and the quality of the group's planning process also influenced group performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personal beliefs and cultural stereotypes about racial characteristics.

Social stereotypes may be expressed as personal beliefs about the characteristics of a group or as beliefs about the predominant cultural view of a group. In a study with a full intergroup design, Black and White participants rated Black and White racial groups. Results supported 3 sets of predictions derived from a projection model of stereotyping. First, participants' personal beliefs predicted their ratings of cultural stereotypes even when the group averages of personal beliefs and cultural stereotypes were statistically controlled. Second, interrater agreement in stereotype ratings was substantial for both rating tasks. Third, members of both groups underestimated how favorably their own group was rated by members of their respective out-group. Implications of the findings for the mental organizations of stereotypes, their measurement, and their consequences for social behavior are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)