When does anticipating group-based shame lead to lower ingroup favoritism? The role of status and status stability

Does status stability benefit or hurt team creativity? the roles of status legitimacy and team conflict

Status stability, which refers to the stability of team members’ relative status levels, has a profound effect on team effectiveness, but this effect may be either constructive or destructive; the literature has failed to reach consensus on this topic. To reconcile two contradictory views based on differentiating between different types of conflict, we constructed a comprehensive theoretical model of the mechanism underlying the effect of status stability; this model features relationship conflict and task conflict as mediators, status legitimacy as a moderator, and team creativity as an outcome variable. We also proposed four hypotheses on the basis of theoretical analysis. In this study, we used SPSS 23.0, AMOS 24.0 and R software to conduct empirical analysis and testing of 369 valid questionnaires collected from 83 teams using a two-stage measurement method. The results revealed that status stability negatively affects team creativity via task conflict and positively affects team creativity via relationship conflict. However, under the influence of status legitimacy, the negative effect is restrained, while the positive effect is enhanced. This study thus expands the research on the process mechanism and boundary conditions associated with status stability, and can serve as a useful reference for the design of the status structure of modern enterprises.

Shamed If You Do, Shamed If You Do Not: Group-Based Moral Emotions, Accountability, and Tolerance of Enemy Collateral Casualties

Civilian casualties contribute to the perpetuation of intergroup conflicts through increased radicalization and hostilities, but little is known on the psychological processes that affect responses to outgroup civilian casualties. The goal of the present research was to explore two factors expected to lead group members to act more cautiously, thereby reducing civilian casualties: perceived accountability and forecast group-based moral emotions. In two studies, Jewish-Israeli civilians (Study 1) and soldiers (Study 2) were asked to forecast their group-based moral emotions in case of Palestinian (i.e., outgroup) civilian casualties, then exposed to accountability manipulations. Participants who expected to feel low levels of shame and were primed with accountability made more cautious decisions than those in the control condition. Participants who expected to feel high levels of shame were unaffected by accountability primes. Theoretical and practical implications regarding forecast moral emotions and accountability as an intervention in intergroup conflicts are discussed.

Expected Hierarchical Integration Reduces Perceptions of a Low Status Group as Less Competent than a High Status Group While Maintaining the Same Level of Perception of Warmth

The compensation effect, namely people’s tendency to judge one group more positively on some dimensions and the other group more positively on other dimensions, has been validated using real social categories and experimentally created groups. However, less attention has been paid to whether and how changes in social structure affect the emergence of the compensation effect. The present research first replicated the compensation effect using Chinese participants (Study 1). Then, two studies were conducted to examine the effects of group boundary permeability (Study 2) and the legitimacy of the social hierarchy (Study 3) on the emergence of the compensation effect. The results demonstrated that the compensation effect was more likely to emerge when the group boundary was impermeable and when the social hierarchy was legitimate. The implications of these findings and the effect of social change on intergroup perception are discussed.

Implications for the Self Determine Benevolence and Self-Protection in Intergroup Relations

People often favor groups they belong to over those beyond the in-group boundary. Yet, in-group favoritism does not always occur, and people will sometimes favor an out-group over the in-group. We delineate theoretically when in-group favoritism (i.e., self-protection) and out-group favoritism (i.e., benevolence) should occur. In two experiments, groups' relative status and competence stereotypes were manipulated; groups' outcomes were non-contingent in Experiment 1 and contingent in Experiment 2. When allocating reward, members of a low status group were self-protective, favoring the in-group over the out-group under both non-contingent and contingent outcomes. Those with high status benevolently favored the out-group when outcomes were non-contingent, but were self-protective with contingent outcomes. People were willing to engage in social activities with an out-group member regardless of competence. However, when task collaboration had implications for the self, those with low status preferred competent over less competent out-group members. Traits of high status targets were differentiated by those with low status in both experiments, whereas those with high status differentiated low status members' traits only when outcomes were contingent. A general principle fits the data: the implications of intergroup responses for the self determine benevolence and self-protection. Implications for the Self Determine Benevolence and Self Protection in Intergroup Relations.

"It was only harmless banter!" The development and preliminary validation of the moral disengagement in sexual harassment scale

Sexual harassment represents aggressive behavior that is often enacted instrumentally, in response to a threatened sense of masculinity and male identity. To date, however, theoretical attention to the social cognitive processes that regulate workplace harassment is scant. This article presents the development and preliminary validation of the Moral Disengagement in Sexual Harassment Scale (MDiSH); a self-report measure of moral disengagement in the context of hostile work environment harassment. Three studies (total n = 797) document the excellent psychometric properties of this new scale. Male U.K. university students (Study 1: n = 322) and U.S. working males (Studies 2 and 3: n = 475) completed the MDiSH and an array of measures for construct validation. The MDiSH exhibited positive correlations with sexual harassment myth acceptance, male gender identification, and hostile sexism. In Study 3, participants were exposed to a fictitious case of hostile work environment harassment. The MDiSH attenuated moral judgment, negative emotions (guilt, shame, and anger), sympathy, and endorsement of prosocial behavioral intentions (support for restitution) associated with the harassment case. Conversely, the MDiSH increased positive affect (happiness) about the harassment and attribution of blame to the female complainant. Implications for practice and future research avenues are discussed.

The Influence of Race, Causal Attribution, and In-Group Favoritism on Recommendations for Rehabilitation Services

Vocational rehabilitation (VR) is a program that provides individualized and supportive services to assist individuals with disabilities in obtaining and maintaining employment compatible with their skills, abilities, and interests. Previous research has suggested that people with disabilities are at risk of experiencing discrimination in multiple stages of the rehabilitation process. The primary purpose of this study was to explore if recommendations for hypothetical rehabilitation services by rehabilitation counseling (RC) student participants were influenced by (a) the hypothetical consumer’s race, (b) causal attribution of disability, (c) RC student’s race, and (d) the interaction of the counselor’s race and consumer’s race. A 2 × 2 × 3 factorial design was utilized and the findings revealed that a hypothetical consumer who was perceived as personally responsible for the cause of his or her disability was more likely to receive fewer recommendations for rehabilitation services than a consumer with an external cause. Other results from this study revealed that recommendations for rehabilitation services were not influenced by the hypothetical consumer’s race, RC student’s race, the interaction of the RC student’s race and consumer’s race, or the interaction of the RC student’s race and cause of disability. Discussion and implications are provided.

Labelling and discrimination: do homophobic epithets undermine fair distribution of resources?

This research investigated the behavioural consequences of homophobic epithets. After exposure to either a category or a homophobic label, heterosexual participants allocated fictitious resources to two different prevention programmes: one mainly relevant to heterosexuals (sterility prevention), the other to homosexuals (AIDS-HIV prevention). Responses on allocation matrices served to identify strategies that favoured the ingroup over the outgroup. Results indicated stronger ingroup-favouritism in the homophobic than in the category label condition. This study shows that discriminatory group labels have tangible effects on people's monetary behaviours in intergroup contexts, increasing their tendency to favour the ingroup when distributing resources.

'This will bring shame on our nation': The role of anticipated group-based emotions on collective action

In three studies we examined whether the anticipation of group-based guilt, shame and anger predicts the desire to undertake collective action against a proposed ingroup transgression. In Studies 1 (N = 179) and 2 (N = 186), the relation between appraising a proposed ingroup transgression as illegitimate and collective action was mediated (or partially mediated) by anticipated group-based shame and anger. In Study 3 (N = 128) participants with high self-investment group identification were less willing to engage in collective action against the prospective ingroup transgression when aversive anticipated group-based emotions were made salient. This effect was mediated by anticipated group-based shame. We discuss the implications of these results with regard to collective action and the morality of intergroup behavior.