Optimal Distinctiveness Theory

Decoding the Dynamics of Cultural Change: A Cultural Evolution Approach to the Psychology of Acculturation

PUBLIC ABSTRACT

Acculturation describes the cultural and psychological changes resulting from intercultural contact. Here, we use concepts from "cultural evolution" to better understand the processes of acculturation. Cultural evolution researchers view cultural change as an evolutionary process, allowing them to borrow tools and methods from biology. Cultural evolutionary mechanisms such as conformity (copying the numerical majority), anti-conformity (copying the numerical minority), prestige bias (copying famous individuals), payoff bias (copying successful people), and vertical cultural transmission (copying your parents) can cause people to adopt elements from other cultures and/or conserve their cultural heritage. We explore how these transmission mechanisms might create distinct acculturation strategies, shaping cultural change and diversity over the long-term. This theoretical integration can pave the way for a more sophisticated understanding of the pervasive cultural shifts occurring in many ethnically diverse societies, notably by identifying conditions that empower minority-group members, often marginalized, to significantly influence the majority group and society.

Peer-mentorship and first-year inclusion: building belonging in higher education

BACKGROUND

An inclusive academic environment is pivotal to ensure student well-being and a strong sense of belonging and authenticity. Specific attention for an inclusive learning environment is particularly important during a student's transition to higher education. At Utrecht University's Medical School, explorative interviews with students from minority groups indicated they did not always feel included during the orientation programme of their academic education. We, therefore, developed a bias awareness training with theoretical and practical components on diversity and inclusion for peer-mentors who are assigned to each first-year student at the start of university.

METHODS

At the end of the orientation programme, we investigated the effectiveness of the training for two consecutive years using two measurements. Firstly, we investigated the behavioural changes in the peer-mentors through a (self-reporting) questionnaire. Additionally, we measured the perceived inclusion of the first-year students, divided into belonging and authenticity, using a validated questionnaire.

RESULTS

Our results show that peer-mentors found the training useful and indicated it enabled them to create an inclusive atmosphere. Overall, students experienced a high level of inclusion during the orientation programme. After the first year, the bias training was adjusted based on the evaluations. This had a positive effect, as mentors felt they were significantly more able to provide an inclusive orientation in the second year of this study. In line with this, students experienced an increased level of authenticity specifically due to the peer-mentor in the second year as compared to the first.

CONCLUSIONS

We conclude that training peer-mentors is an effective way to increase awareness and to ensure an inclusive atmosphere during the start of higher education.

The Loneliness of the Odd One Out: How Deviations From Social Norms Can Help Explain Loneliness Across Cultures

Loneliness is an important health risk, which is why it is important to understand what can cause persistent or severe loneliness. Previous research has identified numerous personal or relational risk factors for loneliness. Cultural predictors, however, have been considered less. The new framework of norm deviations and loneliness (NoDeL) proposes that social norms, which are defining features of culture, can help explain loneliness within and across cultural contexts. Specifically, people who deviate from social norms are suggested to be at an increased risk for feeling lonely because they are more likely to experience alienation, inauthenticity, lower self-worth, social rejection, relationship dissatisfaction, and/or unfulfilled relational needs. Given that social norms vary by social, geographical, and temporal context, they can furthermore be considered cultural moderators between individual-level risk factors and loneliness: Personal or relational characteristics, such as shyness or being single, may increase the risk for loneliness particularly if they do not fit social norms in a specific environment. Integrating previous quantitative and qualitative findings, I hence offer a framework (NoDeL) to predict loneliness and cultural differences in risk factors for it. Thus, the NoDeL framework may help prepare culture-sensitive interventions against loneliness.

Does inclusive leadership influence task performance of hospitality industry employees? Role of psychological empowerment and trust in leader

Drawing on the social exchange theory, this research advances the understanding of leadership and task performance in the hospitality industry in China by exploring the impact of inclusive leadership on the task performance of subordinates working in dyadic forms. The current literature is scarce on the role of leadership in increasing the task performance of employees working in teams in dyadic forms. Multi-level sample of 410 leaders-subordinates in the hospitality industry was used to derive the research findings using PLS-SEM. The results indicated a positive influence of inclusive leadership on the task performance of subordinates. Psychological empowerment mediated this direct relationship. In addition, trust in leaders strengthened the direct link of inclusive leadership with task performance and psychological empowerment. The findings demonstrate that leaders in the hospitality industry should adopt an inclusive leadership style as it contributes to employee task performance, which improves the industry's performance.

Fitting In While Standing Out: Professional Identity Formation, Imposter Syndrome, and Burnout in Early-Career Faculty Physicians

PURPOSE

Professional identity formation (PIF) is a dynamic process by which an individual internalizes the core values and beliefs of a specific profession. Within medical education, PIF begins in medical school and continues throughout training and practice. Transitions affect PIF, with a critical transition occurring between medical training and unsupervised practice. This study aims to characterize PIF during the transition from resident to early-career faculty physician and explores the relationship between PIF and burnout during this transition.

METHOD

The authors conducted a qualitative study using constructivist grounded theory. They conducted semistructured interviews with early-career faculty physicians (defined as practicing for ≤ 5 years) from the Department of Medicine, Mayo Clinic. Deidentified interview transcripts were processed through open and axial coding. The authors organized themes and identified relationships between themes that were refined through discussion and constant comparison with newly collected data. During data analysis, the authors identified self-determination theory, with the concepts of autonomy, competence, and relatedness, as a framework to support the organization and analysis of the data.

RESULTS

Eleven early-career faculty physicians participated in the interviews. Their PIF was characterized by the dual desires to fit in and stand out. Striving for these desires was characterized by imposter syndrome, driving physicians to question their decision making and overall competence. Participants associated imposter syndrome and academic pressures with burnout. Autonomy support by the institution to pursue opportunities important for career development helped mitigate burnout and support PIF.

CONCLUSIONS

Early-career faculty physicians face identity challenges when transitioning from training to unsupervised practice, including striving to fit in and stand out. They link this tension to imposter syndrome, which they associated with burnout. Institutional awareness and support, including addressing structural and cultural contributors to imposter syndrome, are paramount as new faculty explore their identities and navigate new challenges.

Meat, myself, and I: The role of multiple identities in meat consumption

Excessive consumption of meat challenges global food security and environmental sustainability. In the mounting literature on identity as a motivator of behaviour, meat consumption has been associated with a handful of identities. Identity theory suggests that people hold multiple identities on different levels of abstraction, but how identities at different levels of abstraction interact and possibly co-determine intentions and behaviour remains largely unanswered. Inspired by research on attitudes and goal hierarchies, this study investigates a hierarchical model of meat-related identities and their relation to intentions to consume red meat. By means of a survey of Danish consumers (N = 1001), we identified identities related to the consumption of red meat (e.g., flexitarian identity), using confirmatory factor analysis and structural equation modelling. We also controlled for the most important additional antecedents identified in prior research. Evidence was found that more abstract identities (e.g., national identity, environmental identity) mostly influence intentions to eat meat indirectly, meditated through more behaviour-specific identities (e.g., flexitarian identity). However, some higher-order identities also appear to have a direct impact on intentions to eat meat after controlling for more behaviour-specific identities, which suggests a less hierarchical structure manifesting itself, possibly due to the behaviour being instrumental at reaching different, functionally unrelated goals that are related to different identities. Policy recommendations towards reducing meat consumption are proposed.

More Similarity if Different, More Difference if Similar: Assimilation, Colorblindness, Multiculturalism, Polyculturalism, and Generalized and Specific Negative Intergroup Bias

The creation of a social climate where all ethnic groups can harmoniously coexist is a central challenge for many countries today. Should we emphasize similarities and common ground or, conversely, recognize that there are important differences between groups? The current study examined relations between diversity ideologies (assimilation, colorblindness, multiculturalism, polyculturalism) and generalized and specific intergroup bias (against Chechens, Belarusians, Uzbeks, Chinese, and Jews and Muslims) among ethnic Russians (N = 701). In Study 1, colorblindness (ignoring differences) and polyculturalism (emphasizing interconnectivity) were associated with lower generalized intergroup bias and lower bias against Chechens, Uzbeks, and Chinese, but not Belarusians. Bias against Belarusians was lower among those who endorsed multiculturalism (emphasizing differences). In Study 2, multiculturalism was associated with higher implicit bias when the target was a Chechen but in general more proximal variables (positive or negative contact experience and perceived group similarity) were more robust predictors of intergroup bias than diversity ideologies. In Study 3, colorblindness and polyculturalism were related to lower levels of fearful attitudes against Muslims. Colorblindness was also associated with lower levels of Antisemitism in contrast to multiculturalism that had an opposite association. We place these results in the context of cultural distance and existing cultural stereotypes about different groups among the majority of Russians. The strengths and weaknesses of each diversity ideology for the mainstream cultural group are discussed. The results of the current study suggest that the most fruitful strategy for mainstream cultural groups for maintaining harmonious intergroup relations in diverse societies might be that of optimal distinctiveness.

Identity processes and food choice: predictors of dietary lapses among ethical and health vegans

An interesting finding in the literature on vegetarianism and veganism finds that vegetarians and vegans often report that they deviate from their diets from time to time. Work examining this phenomenon finds that these dietary lapses relate to many factors; however, little research examines how these factors collectively influence dietary lapses while also controlling for the relationships that may exist among factors. Here, I fill this gap by drawing from the unified model of vegetarian identity (UMVI) and identity theory (IT) to propose an inclusive model of dietary lapses. Structural equation model results from a sample of 488 vegans reveal differences in how identity and interactional processes relate to dietary lapses across ethical and health motivations. This work is important because it highlights how identities relate to dietary behaviors differently for ethical and health vegans; it also provides fruitful avenues for future work in this area.

Inspiring visibility: Exploring the roles of identification and solidarity for alleviating Black women’s invisibility in politics

We explored whether a Black female politician would alleviate feelings of invisibility among Black women even when they believed the politician deviated from the ingroup prototype by not supporting ingroup interests or by being low in ingroup solidarity. Study 1 demonstrated that relative to Black men and White men and women, Black women identified the most with Vice-President Kamala Harris and reported feeling the highest invisibility in politics immediately after Harris exited the Democratic primary election, but did not report higher support for Harris’s political platform. Study 2 further showed that a Black female politician who supported a policy that is viewed as harmful to Black Americans still helped alleviate feelings of invisibility for Black women because they strongly identified with the politician. However, a Black female politician opposing this policy was the most beneficial, demonstrating the importance of both identification and solidarity for inspiring visibility.

The Effects of Ideological and Ethnoracial Identity on Political (Mis)Information

There is much concern today about the spread of fake news and the misinformation it can produce among the public. In this article, we investigate how the American public interprets accurate and inaccurate statements from the news. Moving beyond partisanship, we theorize that ideological and ethnoracial identities also shape individuals' interpretations of the news. We argue that people have incentives to interpret information they encounter in ways that favor their ideological and ethnoracial ingroups and that these incentives are particularly strong when ideological and ethnoracial identities align. Using a survey that asks respondents to classify statements from news stories as facts or opinions, we find support for these hypotheses. Liberals and conservatives, and white, Black, and Hispanic respondents, more often classify as factual statements that favor their ingroup's interests while classifying information opposing their ingroup's interests as opinions. Holding cross-cutting ethnoracial and ideological identities diminishes these effects, while identities that align produce stronger ingroup biases in information processing, particularly among whites. Our study reveals that it is not only partisanship but also ideological and ethnoracial identities that shape how Americans interpret the news, and therefore how informed, or misinformed, they are.

A Social-Identity Theory of Information-Access Regulation (SITIAR): Understanding the Psychology of Sharing and Withholding

Secrecy, privacy, confidentiality, concealment, disclosure, and gossip all involve sharing and withholding access to information. However, existing theories do not account for the fundamental similarity between these concepts. Accordingly, it is unclear when sharing and withholding access to information will have positive or negative effects and why these effects might occur. We argue that these problems can be addressed by conceptualizing these phenomena more broadly as different kinds of information-access regulation. Furthermore, we outline a social-identity theory of information-access regulation (SITIAR) that proposes that information-access regulation shapes shared social identity, explaining why people who have access to information feel a sense of togetherness with others who have the same access and a sense of separation from those who do not. This theoretical framework unifies diverse findings across disparate lines of research and generates a number of novel predictions about how information-access regulation affects individuals and groups.

Salient knowledge that others are also evaluating reduces judgment extremity

As companies increasingly conduct marketing research online (e.g., through social networking sites or their brand community platforms), the knowledge that others are also filling out the same surveys becomes increasingly salient to respondents. This research examines how the salience of this knowledge influences consumer judgments. Two important characteristics of our research paradigm are especially relevant to digital contexts: (1) judgements made by the consumers are neither observable nor subject to others' disapproval; and (2) consensus is not observable or verifiable. Nevertheless, in six main studies and one auxiliary study (Web Appendix), we found that high knowledge salience of others also evaluating reduced judgment extremity. Judgment extremity is quantified by the degree or strength of an evaluation or numeric estimate about a judgment target. This effect was driven by consumers' tendency to predict a moderate consensus and to conform to this perception. Implications for marketing research and crowdsourcing are discussed.

SUPPLEMENTARY INFORMATION

The online version contains supplementary material available at 10.1007/s11747-021-00807-w.

Predicting Perceptions of Team Process Using Optimal Distinctiveness Theory

There are conflicting findings in team diversity research on whether it is better for an individual on a team to be similar to or different from the rest of the team. This lab study with undergraduates completing a critical thinking and decision-making task uses optimal distinctiveness theory to examine the idea that finding a balance between these two states for team member personality will result in positive perceptions of team process. Our results supported this such that participants had the most positive perceptions of team process when optimally distinct from the rest of the team in terms of personality.

“White” Self-Identification: A Source of Uniqueness Threat

The present research introduces the possibility that Whiteness can threaten majority group members’ sense of uniqueness and reduce their support for multiculturalism, an ideology that emphasizes recognition of distinctive cultural identities and is seen as primarily relevant to racial/ethnic minorities. Across three studies, being induced to self-identify as “White” (vs. “European American”) led majority group members high, but not low, in need for uniqueness (measured in Study 1, manipulated in Studies 2 and 3) to express less positivity toward multiculturalism. Further, the effect of uniqueness motives on reduced support for multiculturalism among participants self-identifying as “White” was mediated by reduced personal feelings of diversity (Study 3). Implications for optimal distinctiveness theory and the functions of White identity are discussed.

Intergroup Dialogues in the Landscape of Digital Societies: How Does the Dialogical Self Affect Intercultural Relations in Online Contexts?

The effects of intergroup dialogues on intercultural relations in digital societies and the growing conflict, inflammatory and hate speech phenomena characterizing these environments are receiving increasing attention in socio-psychological studies. Based on Allport’s contact theory, scholars have shown that online intercultural contact reduces ethnic prejudice and discrimination, although it is not yet clear when and how this occurs. By analyzing the role of the Dialogical Self in online intercultural dialogues, we aim to understand how individuals position themselves and others at three levels of inclusiveness—personal, social, and human—and how this process is associated with attitudes towards the interlocutor, intergroup bias and prejudice, whilst also considering the inclusion of the Other in the Self and ethnic/racial identity. An experimental procedure was administered via the Qualtrics platform, and data were collected among 118 undergraduate Italian students through an anonymous questionnaire. From ANOVA and moderation analysis, it emerged that the social level of inclusiveness was positively associated with ethnic/racial identity and intergroup bias. Furthermore, the human level of inclusiveness was associated with the inclusion of the Other in the Self and ethnic/racial identity, and unexpectedly, also with intergroup bias. We conclude that when people interact online as “human beings”, the positive effect of online dialogue fails, hindering the differentiation processes necessary to define one’s own and the interlocutor’s identities. We discuss the effects of intercultural dialogue in the landscape of digital societies and the relevance of our findings for theory, research and practice.

A dynamic reframing of the social/personal identity dichotomy

For decades, scholars in organizational and social psychology have distinguished between two types of identity: social and personal. To what extent, though, is this dichotomy useful for understanding identities and their dynamics, and might a different approach facilitate deeper insight? Such are the guiding questions of this article. I begin by reviewing framings of the social/personal identity dichotomy in organizational psychology, and tracing its origins and evolution in social psychology. I then evaluate the strengths and limitations of this dichotomy as a tool for understanding identities. In an attempt to retain the dichotomy’s strengths and overcome its limitations, I present a modified conceptualization of the social and personal dimensions of identity, one that defines these dimensions based on psychological experience (not identity content), and treats them as two independent continua (not two levels of a dichotomy, or opposing ends of a continuum) that any given identity varies along across contexts.

Plain language summary

A single person can identify with lots of different aspects of their life: their family, community, job, and hobbies, to name but a few. In the same way it helps to group different items in a shop into sections, it can be helpful to group the different identities available to people into categories. And for a long time, this is what researchers have done: calling certain identities “social identities” if based on things like race and culture, and “personal identities” if based on things like traits and habits. In this paper, I explain that for various reasons, this might not be the most accurate way of mapping identities. Instead of categorizing them based on where they come from, I suggest it’s more helpful to focus on how identities actually make people feel, and how these feelings change from one moment to the next. I also point out that many identities can make someone feel like a unique person and part of a broader group at the same time. For this reason, it’s best to think of the “social” and “personal” parts of an identity not as opposites—but simply different aspects of the same thing.

Gender differences in meat consumption and openness to vegetarianism

Understanding gender differences in meat consumption can help strengthen efforts to improve the sustainability of eating patterns. Compared to women, men eat more meat and are less open to becoming vegetarian. Simply considering between-gender differences, however, may overlook meaningful within-gender heterogeneity in how masculine and feminine identities associate with eating behavior. Distinguishing between specific types of meat is also important, given that some meats (e.g., beef) pose greater challenges to sustainability than do other meats. Through a highly powered, preregistered study (N = 1706), we investigated the predictive value of traditional gender role conformity and gender identity centrality for meat consumption frequency and openness to becoming vegetarian. Greater conformity to traditional gender roles predicted more frequent consumption of beef and chicken and lower openness to vegetarianism among men but offered no predictive value among women. No effects were observed for pork or fish consumption. Among women, greater traditional gender role conformity and gender identity centrality were associated with openness to becoming vegetarian for health reasons. Among men, lower traditional gender role conformity was associated with openness to becoming vegetarian for environmental reasons. These findings suggest that understanding meat consumption calls for greater distinctions between specific types of meat as well as deeper consideration of within-gender heterogeneity.

Objects and self-identity

This article reviews how objects can serve as indicators of one's identity and signals of important life events. Objects carry both personal and social meaning, and ownership or usage increases the linkage between the object and the self. Owned objects are valued more due to their linkage with the (positively viewed) self. Similarly, self-views can assimilate to the associations of the owned or used object. We rely on the insights of consistency theories (e.g. Balance Theory) to provide a unifying umbrella for the literature, and we review how the acquisition and abandonment of objects can shape self-views, affect task performance, and serve as inward and outward signals of group membership.

The impact of noise and topology on opinion dynamics in social networks

We investigate the impact of noise and topology on opinion diversity in social networks. We do so by extending well-established models of opinion dynamics to a stochastic setting where agents are subject both to assimilative forces by their local social interactions, as well as to idiosyncratic factors preventing their population from reaching consensus. We model the latter to account for both scenarios where noise is entirely exogenous to peer influence and cases where it is instead endogenous, arising from the agents' desire to maintain some uniqueness in their opinions. We derive a general analytical expression for opinion diversity, which holds for any network and depends on the network's topology through its spectral properties alone. Using this expression, we find that opinion diversity decreases as communities and clusters are broken down. We test our predictions against data describing empirical influence networks between major news outlets and find that incorporating our measure in linear models for the sentiment expressed by such sources on a variety of topics yields a notable improvement in terms of explanatory power.

Why Employees Help Teammates When Their Leader Looks Powerful: A Multilevel Investigation

We extend prior research on leader power by examining why and when leader referent and expert powers influence team members’ organizational citizenship behaviors directed at other individuals (OCBI) from the multilevel perspective. We propose that leader referent and expert power perceptions operate at both individual and team levels and lead to OCBI through distinct motivational mechanisms. Drawing upon social identity theory, we suggest that team-level leader referent and expert powers facilitate social identification as salient team features and in turn promote team members’ OCBI through collective team identification. On the other hand, at the individual level, leader referent and expert powers are experienced discretionarily and affect members’ OCBI through dyadic exchange relationships with a leader–member exchange (LMX) based on the reciprocity norm. Furthermore, collective team identification is hypothesized to moderate the relationship between LMX and OCBI. Findings from 465 employees in 80 teams show that team-level leader referent power enhances collective team identification and OCBI beyond expert power but not vice versa. At the individual level, both referent and expert powers have positive indirect impact on OCBI via LMX. The moderating effect of collective team identification is supported in that team members convert high-quality LMX into OCBI only when collective team identification is higher. Theoretical and practical implications of these findings are discussed.

Introducing the Sociopolitical Motive × Intergroup Threat Model to Understand How Monoracial Perceivers' Sociopolitical Motives Influence Their Categorization of Multiracial People

Researchers have used social dominance, system justification, authoritarianism, and social identity theories to understand how monoracial perceivers' sociopolitical motives influence their categorization of multiracial people. The result has been a growing understanding of how particular sociopolitical motives and contexts affect categorization, without a unifying perspective to integrate these insights. We review evidence supporting each theory's predictions concerning how monoracial perceivers categorize multiracial people who combine their ingroup with an outgroup, with attention to the moderating role of perceiver group status. We find most studies cannot arbitrate between theories of categorization and reveal additional gaps in the literature. To advance this research area, we introduce the sociopolitical motive × intergroup threat model of racial categorization that (a) clarifies which sociopolitical motives interact with which intergroup threats to predict categorization and (b) highlights the role of perceiver group status. Furthermore, we consider how our model can help understand phenomena beyond multiracial categorization.

Extraversion as a Moderator of the Efficacy of Self-Esteem Maintenance Strategies

Four experiments explored how extraversion's connection with self-esteem may depend on specific self-enhancement strategies. Participants' self-esteem threatening feedback indicating that they had performed poorly on a vocabulary or emotional intelligence test. In Experiment 1, participants (N = 80) were randomly assigned to either a control condition (no self-enhancement) or a downward social comparison condition. The procedures for Experiments 2 (N = 470) and 3 (N = 514) were similar, adding a self-serving attribution condition (Experiments 2 and 3) and Basking-in-Reflected-Glory (BIRG) condition (Experiment 3). Across the experiments, extraversion was more related to self-esteem under downward social comparison versus other conditions. BIRGing produced higher self-esteem in Experiment 3 across extraversion levels. Experiment 4 (N = 355) focused on downward social comparison versus control, and provided evidence that an increased perception of being similar to the comparison targets may partially explain extraversion's self-esteem link. Theoretical implications concerning both extraversion and self-enhancement are discussed.

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

There is a growing amount of attention being brought to personal branding as an effective career behavior, but little is known about the factors that predict personal branding behaviors and their outcomes. In two studies (N = 477) across two distinctly different cultural contexts (Western and Asian) based on a newly developed and validated scale of personal branding, we have examined the antecedents and outcomes of personal branding. The findings confirm that personal branding leads to greater career satisfaction, fully mediated by perceived employability. Career achievement aspiration was the strongest predictor of engaging in personal branding, while career feedback negatively related to personal branding intention and career self-efficacy positively related to personal branding but not to personal branding intention. These findings highlight the importance of personal branding as a contemporary career technique in promoting one's personal brand identity to achieve beneficial career outcomes.

Linking individuation and organizational identification: Mediation through psychological safety

This paper examines how individuation, a view that organizational members are all unique individuals, induces a perception of psychological safety and how perception of psychological safety, in turn, increases one's organizational identification. Results from 66 respondents in Study 1 provided first support for the proposed mechanism. In Study 2, data collected from 176 employees in work organizations also provided evidence for this mediation model. It was found in both studies that individuation has a significantly positive association with the perception of psychological safety such that the more employees view individual members of the organization as unique individuals, the more likely they perceive that their organization is a safe environment for self-expression. Furthermore, perception of psychological safety was found to serve as a mediator linking individuation and organizational identification.

Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality

Based on person-environment fit theory, this study examined the effects of empowering leadership on employee work engagement. We also investigated the mediating mechanism of person-job fit and person-group fit. In addition, we explored employee proactive personality’s moderating role between empowering leadership and the above two kinds of fit, and then the set of indirect effects. Using a survey sample of 6179 employees from a technology company in China, we found that empowering leadership has a positively indirect influence on employees work engagement though person-job fit and person-group fit. Further, moderated mediation analysis revealed proactive personality augmented empowering leadership direct effect on person-job fit and person-group fit and indirect effect on work engagement. Theoretical and practical implications were also discussed.

Team Psychological Safety and Conflict Trajectories’ Effect on Individual’s Team Identification and Satisfaction

Using a multilevel field study with data collected over a 9-month period, we tested how team psychological safety interacts with levels of team relationship conflict to influence an individual’s team identification and satisfaction with their team. We propose that team psychological safety measured early in a team’s time together influences what team members can expect to experience in subsequent team interactions. We use identification and team conflict theory to theorize that through sense-making processes, team members evaluate early experiences with their team relative to initial levels of team psychological safety, which then influences their levels of team identification. When team members experience high levels of team psychological safety initially followed by an increasing trajectory of relationship conflict within the team over time, we predicted and found that individual’s team identification decreased, resulting in lower satisfaction with their team. The theoretical and practical implications for aligning early perceptions of team’s psychological safety with patterns of perceived relationship conflict and its effect on team identification and satisfaction with the team are discussed.

Intergroup Leadership Across Distinct Subgroups and Identities

Resolving intergroup conflict is a significant and often arduous leadership challenge, yet existing theory and research rarely, if ever, discuss or examine this situation. Leaders confront a significant challenge when they provide leadership across deep divisions between distinct subgroups defined by self-contained identities-The challenge is to avoid provoking subgroup identity distinctiveness threat. Drawing on intergroup leadership theory, three studies were conducted to test the core hypothesis that, where identity threat exists, leaders promoting an intergroup relational identity will be better evaluated and are more effective than leaders promoting a collective identity; in the absence of threat, leaders promoting a collective identity will prevail. Studies 1 and 2 ( N = 170; N = 120) supported this general proposition. Study 3 ( N = 136) extended these findings, showing that leaders promoting an intergroup relational identity, but not a collective identity, improved intergroup attitudes when participants experienced an identity distinctiveness threat.

Are Lifestyle Differences Beneficial? The Effects of Marital Diversity on Group Outcomes

As the number of unmarried adults in the workforce is on the rise, employees increasingly have to navigate lifestyle differences between single, married, and divorced members of their work groups. To understand the impact of this new form of diversity in groups at work, we introduce the concept of marital diversity as an important predictor of group performance outcomes. We argue that marital diversity may benefit group outcomes by providing members with complementary life experiences and skills, without instigating the stereotyping or conflict often associated with other less mutable forms of diversity. In Study 1, an archival study of rock bands reveals that marital diversity positively affects group outcomes when band tenure is high. In Study 2, this pattern is replicated in a study of project groups. Overall, the studies show that marital diversity can positively affect groups, especially groups with longer tenure.

Cultural mosaic beliefs as a new measure of the psychological climate for diversity

This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective multicultural work groups. Building on theories of group diversity and self-verification, and responding to calls to understand moderators that explain the impact of group diversity on performance outcomes, we conceptualize CMBs as a psychological climate that individual group members perceive to promote the recognition, acceptance and expression, and utilization of cultural diversity (values, traditions, and practices) in their work. We also propose that CMBs might attenuate conflict that can sometimes characterize culturally diverse work groups distinguishing groups that falter from those that flourish and benefit from the informational and other potential advantages associated with their diverse cultural composition. In a series of five studies ( N = 1119), we develop a 17-item CMB scale comprised of three factors: perceived group diversity, cultural acceptance and expression, and culture utilization. We present evidence of convergent and discriminant validity, showing that the CMB scale is related to but distinct from other measures of diversity. We also demonstrate predictive validity, showing that the CMB scale is related to work group members’ identification with the group, commitment to the group, satisfaction with the group, and learning from the group. We conclude by proposing applications of our CMBs concept and measure to multicultural workplaces and offer future directions for research on cultural diversity, specifically the study of group CMBs as a moderator of cultural diversity’s effects on groups.

Social identity and cooperation in cultural evolution

I discuss the function of social identity signaling in facilitating cooperative group formation, and how the nature of that function changes with the structure of social organization. I propose that signals of social identity facilitate assortment for successful coordination in large-scale societies, and that the multidimensional, context-dependent nature of social identity is crucial for successful coordination when individuals have to cooperate in different contexts. Furthermore, the structure of social identity is tied to the structure of society, so that as societies grow larger and more interconnected, the landscape of social identities grows more heterogeneous. This discussion bears directly on the need to articulate the dynamics of emergent, ephemeral groups as a major factor in human cultural evolution.

Compensation and consistency effects in proenvironmental behaviour: The moderating role of majority and minority support for proenvironmental values

Western citizens perceive human behaviour as a significant cause of climate change and increasingly adopt proenvironmental behaviours. However, such positively connoted behaviours can either increase (consistency) or decrease (compensation) the probability that one acts in a similar way in the future. Drawing from social influence and social identity literatures, we propose that numerical support for proenvironmental values (majority vs. minority) moderates the effect of past behaviour on intention to adopt proenvironmental behaviour. Across three studies ( N = 500), past behaviour, either measured (Study 1) or manipulated (Studies 2 and 3) interacted with numerical support, manipulated (Studies 1 and 2) or measured (Study 3), to predict proenvironmental intention and behaviour. Results showed that majority support results in balancing dynamics, whereas minority support results in a consistency effect. These findings highlight the importance of the normative context for proenvironmental behaviour adoption and offer leads for developing behaviour change strategies.

Racial identity and the quality of life among blacks and whites in the U.S

Social identity theory and research on mental health among racial minority groups suggest that a stronger, more positive racial identity will be related to a higher subjective quality of life. We investigate how ingroup closeness, ingroup evaluation, and ingroup bias are associated with happiness, positive affect about life, and generalized trust for blacks and whites, using partial proportional odds models. Data came from the 1996-2014 General Social Surveys (N = 6553). Ingroup closeness and more favorable ingroup evaluation had mostly positive associations with the quality of life dimensions. Contrary to what social identity theory would predict, ingroup bias was either unrelated or negatively related to them. Racial identity functions somewhat differently for blacks and whites. Ingroup evaluation and ingroup bias were related to greater positive affect about life for blacks but lower positive affect about life for whites.

The relation between ethnic classroom composition and adolescents’ ethnic pride

This study investigated how students’ ethnic pride was related to variation in ethnic composition between classrooms as well as within the same classroom over time. Predictions derived from optimal distinctiveness theory (ODT) were tested among 13- to 14-year-old ethnic majority and minority students ( N = 1,123). Lending support to ODT, a curvilinear relation between the share of same-ethnicity classmates and students’ ethnic pride was found in a cross-sectional analysis, with ethnic pride peaking in classrooms with approximately 50% same-ethnicity classmates. In line with ODT, longitudinal analyses revealed ethnic pride decreased for students who moved away from a share of 50% same-ethnicity classmates. Contrary to ODT, however, ethnic pride also decreased for students who moved closer to this point of optimal distinctiveness.

How much compensation is too much? An investigation of the effectiveness of financial overcompensation as a means to enhance customer loyalty

The present paper examines the effectiveness of financial overcompensation as a means to enhance customer loyalty after a product failure. Overcompensation implies that customers are entitled to a refund that is larger than the purchase price. It is, however, still unclear whether large overcompensations entail saturation effects, or alternatively, result in an actual drop in customer loyalty. We predicted that the overcompensation-loyalty relationship is generally characterized by an inverted U-shaped function. In line with this prediction, the results of four studies showed that mild overcompensations had, on average, a positive effect on customer loyalty beyond equal compensation, but only up to compensation levels of approximately 150% of the purchase price of faulty products. Beyond this level, the effectiveness of overcompensation diminished, eventually leading to a general drop in customer loyalty. Despite this overall pattern, two studies revealed robust individual differences in how customers react to increasing overcompensation. A majority of customers increased their loyalty when the overcompensation enlarged, but the curve flattened out in the high range. However, there was also a smaller portion of customers who reacted negatively to every form of overcompensation. A practical implication of these findings, therefore, is that companies should not offer compensations that are greater than 150% of the initial price, as these do not contribute to greater loyalty in any category of customers.