Effects of the legitimacy of low group or individual status on individual and collective status-enhancement strategies.

Two experiments investigated predictions from social identity theory and relative deprivation theory regarding membership in low-status groups, using a 3 (legitimacy of low status)?×?2 (permeability of group boundaries)?×?2 (stability of group status) between-Ss design. Main dependent variables concerned in-group identification and individual and collective mobility attempts. Group members considered their low status more acceptable when it seemed legitimate. In Exp 1 (n?=?184), illegitimate assignment of low status to the Ss' group increased in-group identification. In Exp 2 (n?=?178), illegitimate allocation of individual Ss to a low-status group decreased group identification. Attempts to acquire higher status individually (individual mobilty) or collectively (group mobility) were more strongly affected by prospects for status improvement than by legitimacy manipulations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Achieving positive social identity: Social mobility, social creativity, and permeability of group boundaries.

Three experiments examined 5 hypotheses of social identity theory ( H. Tajfel & J. C. Turner, 1979 ) concerning social mobility and social creativity strategies and how permeability of group boundaries affects strategy use. As predicted, members of negatively distinctive in-groups distanced themselves psychologically from the in-group (social mobility), rated the distinguishing dimension as less undesirable (social creativity), and rated the in-group more favorably on other dimensions (social creativity) than did members of nondistinctive in-groups. Also as predicted, social creativity strategies were more likely to be used when group boundaries were impermeable rather than permeable. Permeability effects on social mobility strategies were more complex than predicted. Additional findings shed light on relationships among identity-enhancement strategies and on how dimensions are chosen to flatter a negatively distinctive in-group. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

In-group members' perceptions of a social mobility attempt: Effects of boundary permeability and outcome.

This study examined in-group members' impressions of a fellow member who attempted to join a higher power group, along with the interactive effects of the permeability of group boundaries and relative success of this social mobility attempt on impressions. Because groups with less permeable boundaries are typically more cohesive, a group member's relative success in achieving mobility should have meaning for these groups, as opposed to those with more permeable boundaries. Thus, it was predicted that the effect of success versus failure on in-group members' evaluations would be stronger when group boundaries were less permeable. The results showed that a member successful at social mobility was evaluated more positively than one who was unsuccessful, and this difference was larger when boundaries were less permeable. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Indirect minority influence: Evidence for leniency in source evaluation and counterargumentation.

In-group minorities instigate indirect change because of their distinctiveness, the unexpectedness of their position, and their common identity with their targets. Preliminary study (N?=?408) uncovered links among a set of attitudes and revealed participants were unaware of the relationship between some attitudes despite significant correlation and proximity in multidimensional space. Study 1 (N?=?222) advocated a ban of homosexual soldiers attributed to majority, in-group, or out-group minority sources. No direct influence was evident. When credited to an in-group minority, the message influenced attitudes toward gun control, which were linked to the focal beliefs. Relative to other sources, the in-group minority was more positively evaluated, and its message less strongly counterargued (both p N?=?78) reversed direct and indirect attitude objects and replicated these results. Study 3 (N?=?66) examined majority influence and revealed direct, but not indirect, majority influence when participants' membership group was threatened. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Status differences and in-group bias: A meta-analytic examination of the effects of status stability, status legitimacy, and group permeability.

This work examines the moderating effects of status stability, legitimacy, and group permeability on in-group bias among high- and low-status groups. These effects were examined separately for evaluative measures that were relevant as well as irrelevant to the salient status distinctions. The results support social identity theory and show that high-status groups are more biased. The meta-analysis reveals that perceived status stability, legitimacy, and permeability moderate the effects of group status. Also, these variables interacted in their influences on the effect of group status on in-group bias, but this was only true for irrelevant evaluative dimensions. When status was unstable and perceived as illegitimate, low-status groups and high-status groups were equally biased when group boundaries were impermeable, compared with when they were permeable. Implications for social identity theory as well as for intergroup attitudes are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Linguistic intergroup bias: Evidence for in-group-protective motivation.

Linguistic intergroup bias (LIB) is the tendency to describe positive in-group and negative out-group behaviors more abstractly than negative in-group and positive out-group behaviors. Two experiments investigated the role of in-group-protective motives, by varying threat to ingroup identity of hunters vs. environmentalists (Experiment 1, N?=?160) and northern vs. southern Italians (Experiment 2, N?=?212). Participants whose in-group had or had not been threatened described positive and negative behaviors of in-group and out-group protagonists. In both experiments, the LIB was greater under identity threat. Experiment 1 also showed that LIB was positively related to postexperimental but not to preexperimental individual and collective self-esteem. Results suggest that the magnitude of LIB depends on in-group-protective motivation and that in-group-favoring language may be functional to self-esteem maintenance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived intragroup homogeneity in minority-majority contexts.

Examined how the factors relative in-group size and relative outgroup size (i.e., minority vs. nonminority) affect the perception of in-group and out-group homogeneity. On the basis of social identity theory, we hypothesized that (a) members of minorities would perceive the in-group as more homogeneous than the out-group, whereas members of nonminorities would perceive the reverse; (b) this effect would be strongest on dimensions most strongly correlated with the social categorization; and (c) members of minorities would identify more strongly with their in-group than would members of nonminorities. 192 13–15 yr olds participated in the experiment. On the presumed basis of a perceptual task, approximately half were randomly allocated to minimal social categories, which differed in perceived size relative to an out-group (which also differed in perceived size). They were asked to estimate the homogeneity of the two groups on a number of dimensional attributes. The remaining (control) subjects gave similar estimates under identical conditions, except that they were not allocated to a category. The data confirmed all but the second hypothesis, which was only partially supported. The results were interpreted in terms of social identification processed. Results tend to rule out alternative explanations in terms of an inverse relation between group size and perceived group homogeneity, rating extremity, and in-group favoritism. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Responses to powerlessness: Stereotyping as an instrument of social conflict.

In the context of recent arguments that stereotyping plays an important role in the subjugation of powerless groups, this article explores the possibility that stereotyping may also contribute to social change processes engaged in by the disadvantaged. In a partial replication of an experiment by S. C. Wright, D. M. Taylor, and F. M. Moghaddam (1990), participants (N?=?44) were placed in powerless, low-status groups and denied entry to an attractive high-status group. The intergroup boundary was open, slightly permeable, or completely impermeable. Participants could respond to this disadvantage in 1 of 3 ways: acceptance, individual protest, or collective protest. As predicted, open boundaries produced acceptance and reproduction of stereotypes consistent with the established status relationship, whereas closed boundaries encouraged collective protest and stereotypes that challenged the powerful group's position. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Intergroup helping as status relations: Effects of status stability, identification, and type of help on receptivity to high-status group's help.

Integrating research on social identity processes and helping relations, the authors proposed that low-status group members who are high identifiers will be unwilling to receive help from the high-status group when status relations are perceived as unstable and help is dependency-oriented. The first experiment, a minimal group experiment, found negative reactions to help from a high-status outgroup when status relations were unstable. The 2nd and 3rd experiments, which used real groups of Israeli Arabs and Israeli Jews, replicated this finding and showed that high identifiers were less receptive to help from the high-status outgroup than low identifiers. The 4th experiment, a help-seeking experiment with real groups of competing high schools, found that the least amount of help was sought from a high-status group by high identifiers when status relations were perceived as unstable and help was dependency-oriented. Theoretical and applied implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Affective Reactions to Cross-Functional Teams: The Impact of Size, Relative Performance, and Common In-Group Identity.

This study examined the extent to which (a) the formation of a common in-group identity mitigated the negative effects of functional heterogeneity and (b) group size and relative group performance influenced the formation of a common in-group identity once cross-functional teams are formed. Results of a laboratory experiment with 79 student groups indicate that relative group performance did influence the formation of a common in-group identity and that the in-group identity served to improve affective reactions (i.e., satisfaction and preference to work with the group). Findings are discussed in terms of the impact on cross-functional teams. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Social identity and the pursuit of possible selves: Implications for the psychological well-being of university students.

Implications for psychological adjustment of social identification as a university student were examined with reference to the notion of possible selves (i.e., desired and feared future identities; H. Markus & R. Nurius, 1986). Measures of social identification (operationalized in terms of in-group ties, centrality, and in-group affect), self-esteem, psychological well-being, and efficacy beliefs regarding possible selves were completed by 167 undergraduates. A path analysis indicated 2 routes from aspects of social identity to psychological well-being, one mediated by self-esteem and the other mediated by perceptions of group-derived efficacy (i.e., the belief that group membership will facilitate the attainment of desired outcomes). The motivational role of social identity with respect to goal-directed behavior is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of categorization and in-group norms in judgments of groups and their members.

Four minimal group experiments tested the prediction that judgments of groups and their members reflect evaluations made simultaneously but independently at the within-group and intergroup levels. On the basis of self-categorization theory and social identity theory, it was predicted that group members seek both intergroup distinctiveness and legitimization of in-group norms. In Experiments 1–3, membership (in-group, out-group), status of group members (modal, deviant), and either accountability to in-group or to out-group or salience of group norms were varied. Accountability and norm salience increased derogation of out-group normative (in-group deviant, out-group modal) and upgrading of in-group normative (in-group modal, out-group deviant) members. In Experiment 4, within-group differentiation reinforced in-group identification. These findings suggest that subjective group dynamics operate to bolster social identity when people judge modal and deviant in-group and out-group members. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Identification and leadership in small groups: Salience, frame of reference, and leader stereotypicality effects on leader evaluations.

Two studies tested the prediction that people who identify strongly with a group base leadership perceptions on the group prototypicality of the leader whereas leadership schemas diminish in importance. Leadership and prototypicality were operationalized as relational constructs grounded in people's salient social comparative frame of reference. Study 1 (N?=?82) had participants nominate a group leader and measured perceptions of the leader relative to nonleaders on leadership effectiveness, group prototypicality, and leadership stereotypicality. In Study 2 (N?=?164) prototypicality, stereotypicality, and group salience were experimentally manipulated. As predicted, leadership stereotypicality became a weaker basis for leadership among high identifiers. The role of prototypicality in leadership was complexly affected by identification, which (a) accentuated leader-follower similarity on perceived prototypicality and leadership effectiveness, (b) changed the salient frame of reference, and (c) thus changed relative prototypicality of group members and leadership perceptions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

I'm a hypocrite, but so is everyone else: Group support and the reduction of cognitive dissonance.

The impact of social support on dissonance arousal was investigated from a social identity view of dissonance theory. This perspective is seen as augmenting current conceptualizations of dissonance theory by predicting when normative information will impact on dissonance arousal and by indicating the availability of identity-related strategies of dissonance reduction. An experiment was conducted to induce feelings of hypocrisy under conditions of behavioral support or nonsupport. Group salience was either high or low, or individual identity was emphasized. As predicted, participants with no support from the salient in-group exhibited the greatest need to reduce dissonance through attitude change and reduced levels of group identification. Results were interpreted in terms of self being central to the arousal and reduction of dissonance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unique individual or interchangeable group member? The accentuation of intragroup differences versus similarities as an indicator of the individual self versus the collective self.

In 4 studies, the authors examined antecedents of self-definition as either a unique individual (the individual self) or an interchangeable group member (the collective self). Accentuation of perceived similarities versus differences among in-group members including the self served as the main indicator of participants' relative emphasis on their individual or collective self. Following prior work in the social identity and self-categorization theory tradition, the authors predicted and found systematic variations in the relative emphasis on the individual or collective self. Relative emphasis varied with the valence of temporarily salient in-group features, with the more stable or chronic attractiveness of one's in-group, and with awareness of special treatment of the in-group by the outside world. Finally, issues are discussed concerning the cognitive construal of in-groups as well as the role of the individual self and the collective self for strategies of social mobility and social change. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Group norms and attitude–behavior consistency: The role of group salience and mood.

This study tested the social identity–self-categorization theory reconceptualization of the role of norms in attitude–behavior relations. Specifically, the study investigated how the effects of in-group norms on the relationship between people's attitudes and their behavior vary as a function of the salience of group membership and mood. Participants' (N?=?131) attitudes toward students being responsible for picking up litter on campus grounds were examined. As expected, the effects of the attitudinal congruency of norms varied as a function of group salience under neutral mood (i.e., deliberative processing) conditions. In-group norms were more influential for high-salience individuals than for low salience individuals in a neutral mood. These findings indicate that in-group norms influence behavioral decision making for individuals high in group salience only when there is an opportunity to carefully process the normative information. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-Esteem and Favoritism Toward Novel In-Groups: The Self as an Evaluative Base.

The self-as-evaluative base (SEB) hypothesis proposes that self-evaluation extends automatically via an amotivated consistency process to affect evaluation of novel in-groups. Four minimal group studies support SEB. Personal trait self-esteem (PSE) predicted increased favoritism toward a novel in-group that, objectively, was equivalent to the out-group (Study 1). This association was independent of information-processing effects (Study 1), collective self-esteem, right-wing authoritarianism (RWA), and narcissism (Studies 2 and 3). A self-affirmation manipulation attenuated the association between in-group favoritism and an individual difference associated with motivated social identity concerns (RWA) but did not alter the PSE effect (Study 3). Finally, the association between PSE and in-group favoritism remained positive even when the in-group was objectively less favorable than the out-group (Study 4). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Where are you really from?: Asian Americans and identity denial.

Five studies investigate identity denial, the situation in which an individual is not recognized as a member of an important in-group. Asian Americans are seen as less American than other Americans (Study 1) and realize this is the case, although they do not report being any less American than White Americans (Studies 2A and 2B). Identity denial is a common occurrence in Asian Americans' daily lives (Study 3). They react to instances of identity denial by presenting American cultural knowledge and claiming greater participation in American practices (Studies 4 & 5). Identity denial furthers the understanding of group dynamics by capturing the experience of less prototypical group members who desire to have their common in-group identity recognized by fellow group members. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Multiple Dimensions of Organizational Identification and Commitment as Predictors of Turnover Intentions and Psychological Well-Being.

Although it is recognized that identification and commitment are closely related aspects of employees' psychological attachment to the organization, there has been no analysis of the overlap between multiple dimensions of each construct. In this study, three-component models of organizational identification and commitment were investigated as predictors of turnover intentions and psychological well-being (self-esteem, satisfaction with life, and self-efficacy) among employees (N = 60) of a small organization. Highly identified employees tended to be committed ones, but different dimensions of each construct were specifically linked to various criteria. Affective components of both identification and commitment were negatively associated with turnover intentions, and positive in-group affect (i.e., feelings derived from being a member of the organization) predicted perceptions of self-efficacy. Continuance commitment was distinct from the other predictors, and was negatively related to self-esteem and self-efficacy. The results warrant further efforts to integrate the perspectives of social identity theory and organizational psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ethnic Group Identification and Group Evaluation Among Minority and Majority Groups: Testing the Multiculturalism Hypothesis.

Following social identity theory, the author hypothesized that members of minority groups are more likely than majority group members to endorse multiculturalism more strongly and assimilationist thinking less strongly. In addition, the multiculturalism hypothesis proposes that the more minority groups endorse the ideology of multiculturalism (or assimilationism), the more (or less) likely they will be to identify with their ethnic in-group and to show positive in-group evaluation. In contrast, the more majority group members endorse multiculturalism (or assimilationism), the less (or more) likely they are to identify with their ethnic group and to show negative out-group evaluation. Results from 4 studies (correlational and experimental) provide support for this hypothesis among Dutch and Turkish participants living in the Netherlands. (PsycINFO Database Record (c) 2010 APA, all rights reserved)