Social identity and individual productivity within groups

The Impact of a Psychological Skills Training and Mindfulness-Based Intervention on the Mental Toughness, Competitive Anxiety, and Coping Skills of Futsal Players-A Longitudinal Convergent Mixed-Methods Design

Despite the sport's popularity, there is a paucity in futsal psychological interventional research. This study analysed the impact of a ten-session psychological skills training and mindfulness-based intervention (PSTMI) on the mental toughness, competitive anxiety, and athletic coping skills of national league futsal players (n = 13). It also analysed whether these variables were predicted by playing experience. Pre-/post-intervention questionnaires were filled in and analysed (Competitive State Anxiety Inventory-2, Sport Mental Toughness Questionnaire, and Athletic Coping Skills Inventory-28). Semi-structured interviews were also conducted with seven athletes; quantitative and qualitative data were integrated in a convergent parallel mixed-methods design. Results revealed significant medium-to-large improvements in mental toughness, cognitive anxiety, and coping skills following the PSTMI. Years of playing experience positively and significantly predicted better self-confidence and coping skills. Thematic analysis generated five themes: (1) post-intervention enhancement in athletic performance and well-being; (2) the non-athletic commitments of futsal players; (3) diverse views on how to improve the intervention; (4) instilling social identity through sport psychology sessions; and (5) the impact of years of experience on skill learning. Results mirrored those from other sporting disciplines. The PSTMI was well-received and equipped athletes with beneficial psychological skills, stressing the need for more sport psychology resources in futsal.

Social compensation of performance drops in dyadic exercises-Two experiments testing the role of relationship quality

The purpose of this study was to analyze whether the social compensation of performance drops in a team setting depends on the relationship quality. Two experiments were conducted. Experiment 1: In a team-building condition, the relationship quality between subject and confederate was manipulated. The performance situation consisted of an isometric strength task. A joint team result had to be achieved in a second run, whereby the subject received manipulated feedback on the confederate's performance, hence suggesting a sudden drop. The results showed no compensation effect. Experiment 2: Given that one potential reason for the lack of effect appeared to be the isometric holding task, the study design was maintained, but the task was modified into a dynamic one. Performance drops were compensated for. However, the relationship quality did not affect compensation behavior. It is possible that implicit team building through the necessary joint agreement on goals interfered with the effect in both conditions.

Agency and Identity in the Collective Self

Contemporary research on human sociality is heavily influenced by the social identity approach, positioning social categorization as the primary mechanism governing social life. Building on the distinction between agency and identity in the individual self ("I" vs. "Me"), we emphasize the analogous importance of distinguishing collective agency from collective identity ("We" vs. "Us"). While collective identity is anchored in the unique characteristics of group members, collective agency involves the adoption of a shared subjectivity that is directed toward some object of our attention, desire, emotion, belief, or action. These distinct components of the collective self are differentiated in terms of their mental representations, neurocognitive underpinnings, conditions of emergence, mechanisms of social convergence, and functional consequences. Overall, we show that collective agency provides a useful complement to the social categorization approach, with unique implications for multiple domains of human social life, including collective action, responsibility, dignity, violence, dominance, ritual, and morality.

How to Build a Sustainable MICE Environment Based on Social Identity Theory

MICE (Meetings, Incentives, Conventions and Exhibitions/Events) have been established as one of the most important industries. Limited attention, however, has been given to understanding the underlying mechanisms of a sustainable market environment. In order to build such an environment, this research investigates a way to enhance the identity between local businesses and the MICE industry that make up the MICE environment by employing the brand concept in marketing. This study examines the effect of venue name and type of events being exposed on brand formation. The main purpose of this study is to investigate the relationship between brand identity and the impact on residents’ perceived brand value. The findings of this research suggest that consistent exposure of content-specific brand names and similar types of events increases the identity between local businesses and the MICE industry, and the identity mediates the relationship.

Role of the right temporoparietal junction in intergroup bias in trust decisions

Intergroup bias, which is the tendency to behave more positively toward an in-group member than toward an out-group member, is pervasive in real life. In particular, intergroup bias in trust decisions substantially influences multiple areas of life and thus better understanding of this tendency can provide significant insights into human social behavior. Although previous functional magnetic resonance imaging studies showed the involvement of the right temporoparietal junction (TPJ) in intergroup trust bias, a causal relationship between the two has rarely been explored. By combining repetitive transcranial magnetic stimulation and a newly developed trust game task, we investigated the causal role of the right TPJ in intergroup bias in trust decisions. In the trust game task, the counterpart's group membership (in-group or out-group) and reciprocity were manipulated. We applied either neuronavigated inhibitory continuous theta burst stimulation (cTBS) or sham stimulation over the right TPJ before performing the trust game task in healthy volunteers. After the sham stimulation, the participants' degrees of investments with in-group members were significantly higher than those with out-group members. However, after cTBS to the right TPJ, this difference was not observed. The current results extend previous findings by showing that the causal roles of the right TPJ can be observed in intergroup bias in trust decisions. Our findings add to our understanding of the mechanisms of human social behavior.

Leaders' creation of shared identity impacts group members' effort and performance: Evidence from an exercise task

There is growing evidence that leaders' effectiveness derives in part from their creation of a sense of identity that is shared by members of a group they are attempting to lead (i.e., their identity entrepreneurship). Little is known, however, about the impact of identity entrepreneurship in sport and exercise settings, particularly in relation to its effect on group members' effort and performance. Using a pre-post between subjects experimental design, we examined the effect of leaders' identity entrepreneurship on group members' effort and performance during 5km cycling time trials. Following a baseline session (in which time trials were completed individually), participants (N = 72) were randomly allocated to either a high or low identity entrepreneurship condition, and further randomly divided into groups of five (including a leader who was a confederate). In the subsequent test sessions (which participants attended with their fellow group members), leaders displayed either high or low identity entrepreneurship behaviors. Results indicated that, compared to participants in the low identity entrepreneurship condition, those in the high identity entrepreneurship condition maintained greater effort (maximum heart rate), and demonstrated improved (rather than poorer) performance (average power output in the first 60 seconds of time trials). Examination of pacing showed that the largest increases in participants' average power output occurred in the early stages of their second time trials for those in the high identity entrepreneurship condition only. Results provide causal evidence that leaders who create a shared sense of identity among team members are able to inspire greater participant effort and performance.

Multilevel influences of team identification and transactive memory on team effectiveness

Purpose

The purpose of this study was to examine the mediating effect of transactive memory between team identification and two outcomes of team effectiveness (i.e. team member satisfaction and team performance).

Design/methodology/approach

Data were obtained from a survey among 502 employees working in 53 teams, and analyzed by Multilevel Structural Equation Modeling.

Findings

Results showed that transactive memory partially mediated the relationship between team identification and team effectiveness at the individual level. Moreover, transactive memory, specifically the coordination component, fully mediated the relationship between team identification and team effectiveness at the team level.

Research limitations/implications

The study used a cross-sectional design for the questionnaire and no objective measure of team performance.

Practical implications

Managers who want to develop effective work teams may be advised to organize team-building activities to strengthen both affective and cognitive aspects.

Originality value

This is the first empirical study to examine the relationships between team identification, transactive memory and team effectiveness from a multilevel perspective.

Counter-Stereotypes and Feminism Promote Leadership Aspirations in Highly Identified Women

Although women who highly identify with other women are more susceptible to stereotype threat effects, women's identification might associate with greater leadership aspirations contingent on (1) counter-stereotype salience and (2) feminist identification. When gender counter-stereotypes are salient, women's identification should associate with greater leadership aspiration regardless of feminism, while when gender stereotypes are salient, women's identification would predict greater leadership aspirations contingent on a high level of feminist identification. In our study US-based women (N = 208) attended to gender stereotypic (vs. counter-stereotypic) content. We measured identification with women and identification with feminism, and, following the manipulation, leadership aspirations in an imagined work scenario. The interaction between identification with women, identification with feminism, and attention to stereotypes (vs. counter-stereotypes) significantly predicted leadership aspirations. In the counter-stereotypic condition women's identification associated with greater leadership aspirations regardless of feminist identification. In the stereotypic condition women's identification predicted leadership aspirations only at high levels of feminist identification. We conclude that salient counter-stereotypes and a strong identification with feminism may help high women identifiers increase their leadership aspirations.

Women (Do Not) Belong Here: Gender-Work Identity Conflict among Female Police Officers

The current paper examines antecedents and consequences of perceiving conflict between gender and work identities in male-dominated professions. In a study among 657 employees working in 85 teams in the police force, we investigated the effect of being different from team members in terms of gender on employees’ perception that their team members see their gender identity as conflicting with their work identity. As expected in the police force as a male-dominated field, the results showed that gender-dissimilarity in the team was related to perceived gender-work identity conflict for women, and not for men. In turn, perceiving gender-work identity conflict was related to lower team identification for men and women. Although lowering team identification might enable employees to cope with conflicting social identities and hence protect the self, this may also have its costs, as lower team identification predicted higher turnover intentions, more burn-out symptoms, less extra role behavior, lower job satisfaction, lower work motivation, and lower perceived performance. Additionally, for women, experiencing support from their team members and team leader showed a trend to mitigate the relationship between gender-dissimilarity and perceived gender-work identity conflict, and a positive diversity climate was marginally related to less perceived gender-work identity conflict. The results show the importance of the team context in shaping a climate of (in)compatible identities for numerically underrepresented and historically undervalued social group members in order to hinder or protect their work outcomes.

Mental Toughness Moderates Social Loafing in Cycle Time-Trial Performance

PURPOSE

The purpose of this study was to determine if mental toughness moderated the occurrence of social loafing in cycle time-trial performance.

METHOD

Twenty-seven men (Mage = 17.7 years, SD = 0.6) completed the Sport Mental Toughness Questionnaire prior to completing a 1-min cycling trial under 2 conditions: once with individual performance identified, and once in a group with individual performance not identified. Using a median split of the mental toughness index, participants were divided into high and low mental toughness groups. Cycling distance was compared using a 2 (trial) × 2 (high-low mental toughness) analysis of variance. We hypothesized that mentally tough participants would perform equally well under both conditions (i.e., no indication of social loafing) compared with low mentally tough participants, who would perform less well when their individual performance was not identifiable (i.e., demonstrating the anticipated social loafing effect).

RESULTS

The high mental toughness group demonstrated consistent performance across both conditions, while the low mental toughness group reduced their effort in the non-individually identifiable team condition.

CONCLUSIONS

The results confirm that (a) clearly identifying individual effort/performance is an important situational variable that may impact team performance and (b) higher perceived mental toughness has the ability to negate the tendency to loaf.

The Best and the Brightest: The Construction, Significance and Effects of Elite Identities in Consulting Firms

The aim of this paper is to investigate the forms, significance and effects of elite identity constructions in four consulting firms based in the UK and Sweden. The paper examines a range of strategic and symbolic mechanisms that were used by the senior members and other actors of these firms to construct an elite organizational identity. In terms of general effects, an elite social identity was found to generate a ‘neoliberal’ form of governance in all of the cases such that consultants could be trusted to act and behave in the interests of the firm. We argue that elite constructions facilitated: (i) the promotion of self-discipline which sustained a want to accomplish high standards of performance; (ii) the attraction and retention of consultants; (iii) the securing of an image that clients were prepared to engage with; and (iv) a degree of ‘ontological security’—a relatively secure sense of self—which enabled consultants to function effectively in high-ambiguity and somewhat sceptical (with respect to clients) work contexts. In the contexts discussed here, consultants not only managed themselves, but they also intensified the commitment to live an organizational life that demanded high standards and often very long working days.

Intergroup Contact: The Past, Present, and the Future

The Contact Hypothesis has long been considered one of psychology’s most effective strategies for improving intergroup relations. In this article, we review the history of the development of the Contact Hypothesis, and then we examine recent developments in this area. Specifically, we consider the conditions that are required for successful contact to occur (e.g. cooperation), investigate basic psychological processes that may mediate the consequent reductions in bias (e.g. decreased intergroup anxiety, increased common group representations), and explore factors that can facilitate the generalization of the benefits of intergroup contact in terms of more positive attitudes toward the outgroup as a whole (e.g. increased group salience). We conclude by outlining the contents of the contributions to this Special Issue on Intergroup Contact, highlighting common themes, and identifying findings that suggest directions for future research.

Matching or Competition? Performance Comparison Processes in an Idea Generation Task

Performance matching due to social comparison has been proposed as one explanation for the observed productivity loss in group brainstorming (Brown & Paulus, 1996; Paulus & Dzindolet, 1993). According to Festinger (1954), however, social comparison should not lead to performance matching but rather to competition. In our first experiment, we tested this hypothesis for a coactive situation and found enhanced performance due to interpersonal competition but no performance matching. In the second experiment, we attempted to replicate this result with interactive dyads and introduced an outgroup in order to shift competition from the interpersonal to the intergroup level. Both the replication and the shift of competition were successful. The intergroup competition was not accompanied by performance matching within the dyads.

Social Compensation: Fact or Social-Comparison Artifact?

The use of coactors as non-group controls in prior social compensation research has left open the possibility that the effect might artifactually have resulted from a confound between work condition (Coaction vs. Collective) and the opportunity to make performance comparisons. A direct empirical test of this alternative, artifactual explanation is reported. Its results contradict that explanation and suggest that the use of coactors as controls has, if anything, resulted in an underestimation of the magnitude of the social compensation effect. It is argued that multiple alternative non-group performance baselines can be informative for analyzing group motivation effects.

When the Going Gets Tough, the Tough Get Going: Social Identification and Individual Effort in Intergroup Competition

Based on social identity theory, the authors predicted that in ongoing intergroup competition, people’s strength of social identification will have a positive impact on their behavioral efforts on behalf of an ingroup when its current status is low, whereas this will not be the case when its current status is high. In a first experiment, male participants showed the expected pattern of behavior. Female participants, however, tended to display opposite reactions. As a possible explanation, it was argued that the experimental procedure may have inadvertently evoked a gender-based stereotype threat for female participants. In an attempt to obtain more consistent support for their hypothesis, the authors therefore replicated the experiment with modifications to avoid such a threat. These changes proved to be effective in the sense that this time the predicted interaction effect between ingroup identification and current group status was obtained for both male and female participants.

Knowledge Creation in Professional Service Firms: Institutional Effects

This article presents an analysis of institutional influences upon knowledge creation within professional service firms, whose main business is the provision of specialized consultancy. Such firms, we argue, provide an important setting for examining such influences because their survival depends on their ability to mobilize and synthesize professional bodies of knowledge. They, therefore, directly confront the constraints that institutionalized professions pose for processes of knowledge creation. By exploring the influence of the institutional context, the article extends earlier work on professional service and knowledge-intensive firms which has tended to adopt a more micro, organizational-level focus on knowledge creation and to neglect both the heterogeneous nature of knowledge and its embeddedness in institutional contexts.

A comparative analysis of two firms located in different institutional contexts (science and the law) establishes some of the major mechanisms through which professional institutions influence knowledge-creation processes. Specifically, the analysis highlights three major arenas, related to the processes of knowledge creation within organizations, in which institutional influences are seen to operate. These are: the relative work autonomy of professional groups; the means of knowledge legitimation; and the social identity formation of professional practitioners. While institutional influences were found in these different arenas across both cases, significant differences in knowledge-creating practices were also observed. These include different emphases on experimentation versus interpretation, different forms of personal networking, and significant differences in the relative importance of codifying knowledge in documentary forms. These differences are explained in terms of institutionally embedded means of legitimating knowledge across scientific and legal contexts.

In observing institutional influences on micro work practices, however, our study also highlights the role and influence of management. Specifically, in the arena of social identity, managers sought to accommodate professional norms through firm-specific arrangements, which shaped and mobilized a social identity geared toward corporate ends. Management effort thus focused on developing a collective identity, based on elitism, which was used as a means of leveraging individual creativity and expertise as an organizational resource.

Applying Common Identity and Bond Theory to Design of Online Communities

Online communities depend upon the commitment and voluntary participation of their members. Community design — site navigation, community structure and features, and organizational policies — is critical in this regard. Community design affects how people can interact, the information they receive about one another and the community, and how they can participate in community activities. We argue that the constraints and opportunities inherent in online community design influence how people become attached to the community and whether they are willing to expend effort on its behalf. We examine two theories of group attachment and link these theories with design decisions for online communities. Common identity theory makes predictions about the causes and consequences of people's attachment to the group as a whole. Common bond theory makes predictions about the causes and consequences of people's attachment to individual group members. We review causes of common identity and common bond, and show how they result in different kinds of attachment and group outcomes. We then show how design decisions, such as those focused on recruiting newcomers versus retaining existing members, constraining or promoting off-topic discussion, and limiting group size or allowing uncontrolled growth, can lead to common identity or interpersonal bonds among community members, and consequently to different levels and forms of community participation by those so motivated.

Differentiation of selves: Differentiating a fuzzy concept

Notwithstanding the appeal of the "one size fits all" approach that Baumeister et al. propose, we argue that there is no panacea for improving group performance. The concept of "differentiation of selves" constitutes an umbrella term for similar seeming but actually different constructs. Even the same type of "differentiation of selves" can be beneficial for some and harmful for other tasks.

Social, not individual, identification is the key to understanding group phenomena

Baumeister and colleagues argue for the indispensability of groups in human life. Yet, in positing individual differentiation as the key to effective group functioning, they adopt a Western-centric view of the relationship of the individual to the group and overlook an alternative social identity account in which depersonalisation, not individuation, is central to understanding many group phenomena.

Feel like you belong: on the bidirectional link between emotional fit and group identification in task groups

Three studies investigated the association between members’ group identification and the emotional fit with their group. In the first study, a cross-sectional study in a large organization, we replicated earlier research by showing that group identification and emotional fit are positively associated, using a broader range of emotions and using profile correlations to measure group members’ emotional fit. In addition, in two longitudinal studies, where groups of students were followed at several time points during their collaboration on a project, we tested the directionality of the relationship between group identification and emotional fit. The results showed a bidirectional, positive link between group identification and emotional fit, such that group identification and emotional fit either mutually reinforce or mutually dampen each other over time. We discuss how these findings increase insights in group functioning and how they may be used to change group processes for better or worse.

Showing engagement or not: The influence of social identification and group deadlines on individual control strategies

People often work together in groups that have to reach goals in a given time frame. Nonetheless, the impact of deadlines on group members’ self-control has not been studied so far. Here this topic is addressed by integrating the action-phase model (Heckhausen, 1999), which postulates the use of different self-control strategies during individual-level goal pursuit, with the social identity approach. It was predicted and found in two studies that highly identified group members, in contrast to those who were only weakly identified, responded to a group’s deadline phase (pre vs. post) by showing phase-appropriate patterns of engagement and disengagement. Study 1 measured identification and assessed intentions and behavioral indicators of self-control. Study 2 manipulated identification and assessed self-reports of intended self-control strategies. Overall, the findings corroborate the notion that the social self can serve as a basis for self-regulation.

Bridging intragroup processes and intergroup relations: needing the twain to meet

Despite their shared focus on groups, research bridging intragroup processes and intergroup relations is surprisingly rare. The goal of the present article is to highlight how understanding the reciprocal relationship between intragroup processes and intergroup relations offers valuable new insights into both topics and suggests new, productive avenues for research and theory development - particularly for understanding and improving intergroup relations. The article next briefly reviews key findings from three dominant frameworks in the field of intergroup relations: social cognition, social identity, and functional relations. It then discusses the complementary role of intergroup and intragroup dynamics, reviewing how intergroup relations can affect intragroup processes and then discussing how intragroup dynamics can shape intergroup relations. The final section considers the implications, theoretical and practical, of the proposed reciprocal relationships between intragroup and intergroup processes.

Becoming a group: value convergence and emergent work group identities

This study examines the process of group identity formation through social interaction in real-life work groups, with a focus on achievement values as content of work group identities. Extending research on social identity formation, we examined the process of value convergence as group members negotiate common group goals. Specifically, we predicted that work group members would influence each other's achievement values and that value convergence over time would underlie emergent work group identities and work group performance. Using a fully cross-lagged multilevel design with four repeated measures in 68 work groups, we find that group members' achievement values converge through mutual social influence. Moreover, multilevel polynomial regression analysis reveals that value convergence - rather than group members' initial value fit - longitudinally predicts work group identification and performance.

Motivated information processing during intergroup competition

Group work in organizations usually involves the existence of more than one group, which can lead to intergroup competition either implicitly or based on explicit competitive incentives. In this paper, a model of task-related effort in multigroup settings is developed, relating findings on intergroup competition to current research on motivation and information processing in groups. Increased effort during intergroup competition is explained based on (a) the degree of deliberate and systematic information retrieval and processing, and (b) the degree of collective self-construal within the groups. Implications for using and dealing with intergroup competition in organizations are discussed.

Motivation losses in teamwork

Team diversity may lead to a categorization of teammates as ingroup versus outgroup members. Therefore, the question arises whether there would be more permissiveness in reaction to ingroup free-riders than outgroup free-riders. To test this hypothesis, subjects were randomly assigned to one of two reward conditions (equity versus equality) and had to work with a partner who obviously underachieved and supposedly belonged to the same or a different group with regard to cognitive style. In addition, we assessed subjects’ individual sensitivity to equity norms, assuming that this would be a further moderator of the sucker effect. As expected, significant interaction effects on individual performance occurred for both variables.

Self-construal and social comparison effects

BACKGROUND

Social comparison research usually demonstrates that students will have higher self-evaluation in downward comparison but lower self-evaluation in upward comparison. However, the existence of this contrast effect may depend on people's self-construal. The contrast effect may exist only for people with independent self-construal. For people with interdependent self-construal, the contrast effect may be attenuated.

AIM

The study investigated the role of self-construal as a moderator of the social comparison effects in authentic classrooms.

SAMPLE

The participants were 96 Chinese seventh-grade students (41 male, 51 female and 4 unreported) from a secondary school in Hong Kong.

METHOD

The experiment employed a 2 x 2 between-subjects design based on 2 levels of self-construal (independent, interdependent) and 2 levels of comparison standard (upward comparison, downward comparison). The dependent variable was students' self-evaluation.

RESULTS

A two-way ANOVA indicated a significant interaction between self-construal and comparison standard on self-evaluation. When the students' independent self-construal was activated, they reported higher self-evaluation in downward comparison but lower self-evaluation in upward comparison. However, such a contrast effect was attenuated when the students' interdependent self-construal was activated. They reported high self-evaluation in both upward and downward comparisons.

CONCLUSIONS

The outcome of social comparison depends on whether independent or interdependent self-construal is salient in the classroom.

Believing shapes seeing: The impact of diversity beliefs on the construal of group composition

Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more likely they are to construe their diversity in terms of individual differences and the less likely they are to construe their diversity in terms of subgroups. We also show that diversity construal is only affected by diversity beliefs during intellectual tasks (where diversity matters), but not during physical tasks.