Effects of group status on responses to sustainable land use campaigns

A number of survey studies were conducted with landholders throughout Queensland to assess the effectiveness and perceived influence of campaigns promotng sustainable land use. While previous studies have addressed the role of group membership in persuasive communications, the current line of research extends this by focusing on the intergroup context, namely, the perceptions of group status. Across a range of samples it was found that landholders' perceptions of lower status in relation to urban people were associated with increased support for ingroup messages and decreased support for outgroup messages. These results are broadly consistent with research that suggests that threats to group identity (such as an infiuence attempt by a higher status group) will be responded to in a negative way and highlights the importance of considering relations between groups when attempting to change attiutudes.

An examination of the factors that influence identification and acculturation

This paper investigated the effects of print media exposure and intergroup contact on ethnic identification and acculturation attitudes of Chinese immigrants. Data was gathered from a survey participated by 265 respondents of Chinese origin. Findings indicated that exposure to the print media did not have a significant effect on ethnic identification and/or acculturation orientation. However, when the factor of intergroup contact was taken into consideration, differences began to occur. Specifically, for respondents from low intergroup contact group, ethnic identification increased with the desire to integrate into the large culture. For respondents from high intergroup contact group, opposite trends were found, i.e. as ethic identification increased, the tendency to adopt integration orientation decreased. Findings from this study suggested the need to combine factors of both interpersonal and mediated communication in the examination of ethnic identification and acculturation. This paper also drew some implications for the media industry and government policies.

Changes in social identity when joining a new group: The role of individual-level and group-level adaptation processes

While classic intergroup theories have specified the processes explaining situational shifts in social identification, the processes whereby social identities change more profoundly and become integrated within the self have to be proposed. To this aim, the present studies investigate the processes by which group members integrate a new social identity as they are joining a new group. Combining a social identity approach and stress and coping models, this research tests if social factors (i.e., needs satisfied by fellow group members, social support), have an impact on the adaptation strategies group members use to deal with the novelty of the situation and to fit into their new group (seeking information & adopting group norms vs. disengaging). These strategies, in turn, should predict changes in level of identification with the new social group over time, as well as enhanced psychological adjustment. These associations are tested among university students over the course of their first academic year (Study 1), and among online gamers joining a newly established online community (Study 2). Path analyses provide support for the hypothesised associations. The results are discussed in light of recent theoretical developments pertaining to intraindividual changes in social identities and their integration in the self.

Not if but when: Out-group reactions to the timing of disclosure of an individual's same-sex attractions

One factor that research suggests impedes positive contact between outgroup members is the experience of anxiety that can occur when anticipating negative consequences of such interactions. Research examining attitudes and behaviour towards same-sex attracted individuals indicates that this intergroup anxiety is particularly evident when the anticipated interaction involves members of the same gender. The current studies investigate the effect of timing of disclosure of a person’s same-sex attractions in an effort to identify a means of reducing this anxiety. Study 1 uses a hypothetical scenario to gain insight into participants’ stated preferences for early or delayed knowledge of a person’s sexual orientation. Results reveal an association between experiencing close contact with gay individuals of the same gender in real life (but not opposite gender), and a preference for early disclosure. Results from an experimental study concur with these findings. After a face-to-face interaction task with a confederate of the same gender, participants sit further from the confederate for the late disclosure condition when compared with the early disclosure and no disclosure control. Future studies investigating the interaction between timing of disclosure of same-sex attractions and the intimacy of disclosure (casual vs. intimate), are discussed.

COMPARAÇÃO DA EFICIÊNCIA OCLUSAL DO TRATAMENTO ORTOPÉDICO COM O REGULADOR DE FUNÇÃO FRÄNKEL-2 E BIONATOR DE BALTERS POR MEIO DO ÍNDICE PAR

O objetivo deste estudo retrospectivo foi comparar a eficiência oclusal do tratamento ortopédico com os aparelhos funcionais Regulador de Função Fränkel-2 e Bionator de Balters em um estágio de desenvolvimento dental diferente e comparar com um grupo controle. A amostra constituiu-se de 45 registros de documentações, pertencentes ao arquivo do programa de pós-graduação em Odontologia, área de concentração Ortodontia, da Universidade Metodista de São Paulo, com má oclusão inicial de Classe II bilateral, divisão 1, sendo 15 pacientes provenientes do grupo tratados com Bionator (grupo 1) com média de idade incial de 8,56 anos e com 80% dos casos em um estágio de desenvolvimento dental-2 (DS 2), 15 pacientes tratados com RF-2 (grupo 2) com média de idade inicial de 10,71 anos e com 80% dos casos em um estágio de desenvolvimento dental-3 (DS 3), e 15 pacientes controle (grupo 3) com media de idade incial de 10,03 anos e com estágio de desenvolvimento dental compatível com os grupos 1 e 2. Os grupos foram divididos em duas fases, de acordo com o período de avaliação: T1:início de tratamento e T2: final de tratamento, totalizando 90 pares de modelos. As avaliações oclusais foram realizadas em modelos de gesso, utilizando o Índice PAR com auxílio da régua PAR e de um paquímetro digital devidamente calibrado. Para comparação entre os três grupos foi utilizado Análise de Variância a um critério e em seguida o Teste de Tukey. A severidade da má oclusão (PAR Inicial) foi semelhante em ambos os grupos, porém, o PAR final apresentou uma diferença estatisticamente significante onde o percentual de redução do índice PAR para o grupo 1 foi de 20,72%, para o grupo 2 foi de 60,06% e no grupo 3 não houve alteração significante do valor do Índice PAR. O presente estudo conclui que o tratamento da má oclusão de Classe II, 1a divisão é mais eficiente quando iniciado no estágio de desenvolvimento dental 3 (DS 3) do que no estágio de desenvolvimento dental 2 (DS2). Além disso, ressalta-se a importância do uso mais prolongado do aparelho ortopédico, já que os pacientes do grupo 2 apresentaram melhores resultados oclusais.(AU)

Group diversity and group identification:the moderating role of diversity beliefs

Research on diversity in teams and organizations has revealed ambiguous results regarding the effects of group composition on workgroup performance. The categorization—elaboration model (van Knippenberg et al., 2004) accounts for this variety and proposes two different underlying processes. On the one hand diversity may bring about intergroup bias which leads to less group identification, which in turn is followed by more conflict and decreased workgroup performance. On the other hand, the information processing approach proposes positive effects of diversity because of a more elaborate processing of information brought about by a wider pool and variety of perspectives in more diverse groups. We propose that the former process is contingent on individual team members' beliefs that diversity is good or bad for achieving the team's aims. We predict that the relationship between subjective diversity and identification is more positive in ethnically diverse project teams when group members hold beliefs that are pro-diversity. Results of two longitudinal studies involving postgraduate students working in project teams confirm this hypothesis. Analyses further reveal that group identification is positively related to students' desire to stay in their groups and to their information elaboration. Finally, we found evidence for the expected moderated mediation model with indirect effects of subjective diversity on elaboration and the desire to stay, mediated through group identification, moderated by diversity beliefs.

Role of organizational identification, on Implicit Leadership Theories ILTs, transformational leadership and work attitudes

This investigation explores the effects of organizational identification on employees’ Implicit Leadership Theories (ILTs) and the perception of leader behaviors. The study involved a cross-sectional survey of 439 employees from seven companies based in South Wales. Respondents completed two questionnaires that measured their organizational identification, ILTs, recognition of ILTs in their manager, manager’s leadership behaviors (transactional and transformational), and psychological reactions (job satisfaction, well-being, and turnover intentions). The level of organizational identification did not affect the prototype of an ideal work-based leader. However, high organizational identification was associated with more positive ratings on the actual manager, the extent to which their manager displayed transactional and transformational behaviors, and with more positive psychological reactions to work. Employees high in organizational identification based their judgments of their leader’s transactional and transformational behaviors on the extent to which they recognized their leader as possessing leadership traits. However, those low on organizational identification allowed their prototype of their ideal leader to bias their judgment of their actual leader’s behavior. Finally, there was partial support for the augmenting hypothesis (that tranformational leadership would predict additional variance in psychological outcomes above that predicted by transactional leadership) for those high in organizational identification but not for those low in organizational identification.

Why organizational and community diversity matter:the emergence of incivility and organizational outcomes

Integrating sociological and psychological perspectives, this research considers the value of organizational ethnic diversity as a function of community diversity. Employee and patient surveys, census data, and performance indexes relevant to 142 hospitals in the United Kingdom suggest that intraorganizational ethnic diversity is associated with reduced civility toward patients. However, the degree to which organizational demography was representative of community demography was positively related to civility experienced by patients and ultimately enhanced organizational performance. These findings underscore the understudied effects of community context and imply that intergroup biases manifested in incivility toward out-group members hinder organizational performance.

Leading groups:leadership as a group process

Although leadership is fundamentally a social psychological (and group) phenomenon, interest in the social psychology of leadership has waxed and waned over the years. The present article briefly reviews this chequered history and then discusses recent theoretical and empirical developments that extend the study of social cognition and social identity to the domain of leadership. In addition, we consider how the eight empirical articles that constitute this Special Issue relate to, and further, the study of leadership as a group process, and conclude by identifying fertile areas for future research. © The Author(s) 2013.

Creativity and innovation:the role of team and organizational climate

This chapter argues that creative, innovative organizations are places where there is a firm and shared belief among most members in an inspirational vision of what the organization is trying to achieve. There is a high level of interaction, discussion, constructive debate, and influence among the members of the organization as they go about their work. Trust, cooperative orientations, and a sense of interpersonal safety characterize interpersonal and intergroup relationships. Members of the organization, particularly those at the upper echelons (and there are few echelons) are consistently positive and open to members' ideas for new and improved ways of working, providing both encouragement and the resources for innovation. Creativity is heralded as key for organizational survival and success. As global economic models become the norm and competitiveness assumes an international character, leaders realize that, in order to prosper in a highly challenging environment, companies must innovate. The source of organizational innovation is unquestionably the ideas generated by individuals and teams. © 2012 Elsevier Inc. All rights reserved.