High-status Group Members Research Articles

Fuming with rage! Do members of low status groups signal anger morethan members of high status groups?

Owuamalam, Weerabangsa, Karunagharan and Rubin found that Malaysians associate people in low status groups with anger more than their higher status counterparts: the hunchback heuristic. But is this belief accurate? Here, we propose the alternative possibility that members of low-status groups might deliberately suppress anger to counter this stigma, while members of high-status groups might disinhibit their anger to assert their superiority. To test these propositions, we manipulated undergraduate students' relative group status by leading them to believe that provocative comments about their undergraduate social identity came from a professor (low-status condition) or a junior foundation year student (high-status condition). Using eye-tracking, we then measured their gaze durations on the comments, which we used as a physiological signal of anger: dwelling (Experiment 1). Results revealed that dwelling was significantly greater in the high-status condition than in the low-status condition. Experiment 2 conceptually replicated this pattern using a self-report method and found that the suppression-disinhibition effect occurred only when reputational concerns were strong.

The Dynamics of Compensation: When Ingroup Favoritism Paves the Way for Outgroup Praise.

Compensation research suggests that when people evaluate their own and another group, the search for positive differentiation fuels the emergence of compensatory ratings on the two fundamental dimensions of social perception, competence and warmth. In two experiments, we tested whether obstacles to positive differentiation on the preferred dimension disrupted compensation. Both experiments showed that high-status (low-status) group members grant the outgroup a higher standing on warmth (competence) when positive differentiation can be achieved on the orthogonal dimension, competence (warmth). Moreover, and in line with the " noblesse oblige" effect, Experiment 2 confirmed that, among high-status group members, perceived higher pressures toward nondiscrimination were linked to outgroup bias on warmth only when ingroup bias on competence had been secured. The discussion focuses on compensation as one of the factors contributing to cooperative intergroup relations.

Effects of inter-group status on the pursuit of intra-group status

This research examines how the status of one’s group influences intra-group behavior and collective outcomes. Two experiments provide evidence that, compared to members of low-status groups, members of high-status groups are more concerned about their intra-group standing, which in turn can increase both the likelihood of competitive and cooperative intra-group behavior. However, whether the desire for intra-group standing manifests via competitive versus cooperative behavior depends on the relevance of the task to the group’s inter-group standing. When the task is not clearly relevant to the group’s status, members of high-status groups are more likely to engage in competitive behavior out of a desire to manage their intra-group status, which, in turn, leads to less desirable collective outcomes. However, when the group’s status is at stake, members of high-status groups seek intra-group status via cooperative behavior, leading to better collective outcomes.

Development of Perceived Discrimination Questionnaire: A Measure for Different Social Categories Students

INTRODUCTIONPsychologist have long noted that repeated exposure discrimination is psychologically harmful for the target and may contribute well established health disparities between black and white individuals (Mays, Cochram & Branes, 2007). Perception of discrimination increasingly recognized as important psychological realities for ethnic group members (Dion & Kawakame, 1996). Croker & Mojor (1989) point out that negative experiences often unclear for the people belong devalued group. Negative experiences with others could be result of one's lack of merit, inferior qualifications, poor performance or other short comings. It could be result of prejudice and discrimination on one's ethnic identity. Verkuyten (1998) drew on social identity theory distinguish between group self esteem and personal self esteem, suggest the negative effect of perceived discrimination on ethnic self esteem. Individual with low self esteem reported higher level of perceived discrimination. Phinney, Modden & Santos (1998) reported that self esteem has been linked ethnic discrimination.Pasco & Richman (2009) defined that discrimination is a behavioral manifestation of negative attitude, judgment or unfair towards the members of a group. People hold negative attitude towards members of various groups and cannot express these view directly. Law, social pressure, fear of revenge and all related serve deter people putting their prejudice view into open practice. Therefore, obvious form of discrimination is revealed as negative action towards the object of racial ethnic or religious prejudice (Swimm & Stangor, 1998). Discrimination is a prejudicial treatment of an individual based on his/her membership in a certain group or category. It involves group initial reaction or interaction, influencing the individual's actual behavior towards groups, restricting members of one group from opportunities that are available another group, leading exclusion of the individual or entities based on logical or irrational decision making.Dovideo & Heble (2005) states that discrimination behavior manifests at least two level: individual discrimination and institutional discrimination. Individual discrimination defined as to deny individuals or group of people equality of treatment which they wish (Allport 1954/79). It expressed between individual on the basis of their salient group identities. A person discriminates against another or the ground of his/her membership. Allport suggests five gradations of negative out group behaviors: verbal discrimination, avoidance, discrimination, physical attack and extermination. Institutional discrimination described manifested form of unfair treatment of minority group in society's individual attitude (Antronovskey 1960, Lewin & Lewin, 1982). This kind of discrimination is rooted in rules, procedure and action of social institutions (Sidanious and Pratto, 1999).Researches on perceived discrimination have been investigated by the experience of discrimination from the target group. Target of discrimination is associated with reduced well being and long term of negative consequences for physical and mental health (Major, Quinton & Mc Coy, 2002). Wirth & Williams (2009) suggested that attributing negative social treatment discrimination is distressing because discrimination is due an internal characteristics of the target (discrimination is due 'race'), which cannot be changed and might therefore lead future instances of discrimination. Jost, Banaji & Nosek (2004) argued that disadvantage group may be likely hold belief that legitimize the current social structure and that structure can hurt their group and their personally. The avoidance support the idea that people tend rationalize the status quo, this mean that, the extent that they see the system as legitimate members of high status groups would be more likely favor the ingroup, but members of low status groups would be more likely favor the out group. …

Chip on the shoulder? The hunchback heuristic predicts the attribution of anger to low status groups and calm to high status groups

AbstractAcross societies, there is a tendency to associate members of low status groups with anger, and to associate members of high status groups with calm (i.e. the hunchback heuristic), but there is no empirical documentation for this phenomenon. Thus, in a pilot study (N = 30) we validated the stimuli that we generated to test the existence of a hunchback stereotype by distinguishing two interstatus contexts of skin-shade and race in terms of social status: Dark-skinned Indians (and Blacks) were perceived as lower in social status compared to light-skinned Indians (and Whites). Using a multi-method approach comprising an IAT-like protocol and explicit self-reports, Study 2 (N = 80) revealed that perceivers associated dark-skinned Indians with anger, and light-skinned Indians with calm: An effect that was explained by perceived social status. Study 3 (N = 114) corroborated the evidence from Study 2, but in the interstatus contexts of Blacks vs. Whites, and large men vs. slim men. Blacks (and large men)...

Valence matters: Positive meta-stereotypes and interethnic interactions

ABSTRACTTwo experimental studies were conducted that aimed at testing whether the activation of positive meta-stereotypes among high-status group members involved in conflictual relationships with the low-status group is beneficial for intergroup relations. Results revealed that the activation of positive meta-stereotypes led Italian high-school students (high-status group) to anticipate greater enjoyment of an upcoming interaction with an African immigrant (low-status group) by increasing positive feelings about contact and concerns about being accepted. Initial prejudice emerged as the moderator, with the effects of positive meta-stereotypes present among those with average- to high-levels of prejudice. This study represents the first experimental demonstration that positive meta-stereotypes have beneficial effects for intergroup relations among high-status members. The theoretical and practical implications of the findings are discussed.

Reactions to group devaluation and social inequality: A comparison of social identity and system justification predictions

AbstractSystem justification theory (SJT) proposes that support for social inequality should be stronger among members of devalued groups than among members of higher status groups; that embracing the system in this way soothes anger and leads to a withdrawal of support for social change; and that these effects should occur when group interest is weak. We compared these SJT predictions with identity management and hope for group advancement accounts that we deduced from social identity theory (SIT) which suggest that both system justification and support for social change will be significant when group interest is strong. Consistent with the SIT-based accounts, Study 1 (N = 116, Malaysia, Mage = 19.09 years) showed that strong identifiers were more concerned about their in-group’s reputation than weak identifiers, and that this concern increased system justification but only before an out-group audience to whom a need to present one’s group in good light is normally strong. Study 2 (N = 375, Australia, Ma...

Help that hurts? Perceptions of intergroup assistance

The current research, guided theoretically by the Intergroup Helping as Status Relations Model, explored how high and low status groups (Israeli Jews and Israeli Arabs) perceive offers of help from the high to the low status group. Ninety-three Arab and Jewish participants were asked to imagine and evaluate offers of help from Jews to Arabs in Israel. Consistent with the hypothesis that members of high and low status groups would have different perspectives and goals in their relations, Israeli Arabs viewed help by Israeli Jews more as a way to reinforce existing hierarchy and as a way of asserting the higher groups’ domination. Recognizing the different orientations of members of high and low status groups to potentially conciliatory actions, such as helping behavior, can enhance understanding of the dynamics of intergroup relations and conflict and reveal factors that might fuel intergroup misunderstandings and tensions, which can represent a critical step to improving intergroup relations.

"Presumed fair: Ironic effects of organizational diversity structures": Correction to Kaiser et al. (2013).

Reports an error in "Presumed fair: Ironic effects of organizational diversity structures" by Cheryl R. Kaiser, Brenda Major, Ines Jurcevic, Tessa L. Dover, Laura M. Brady and Jenessa R. Shapiro (Journal of Personality and Social Psychology, 2013[Mar], Vol 104[3], 504-519). In the article, a raw data merging error in one racial discrimination claim condition from Experiment 6 inadvertently resulted in data analyses on an inaccurate data set. When the error was discovered by the authors and corrected, all analyses reported in Experiment 6 for claim validity, seriousness of the claim, and support for the claimant were inaccurate and none were statistically significant. The conclusions should be altered to indicate that participants with management experience who reflected on their own workplace diversity policies did not show the predicted effects. The literature review, remaining five studies, and remaining conclusions in the article are unaffected by this error. Experiment 6 should also report that 26.4% (not 26.4.7%) of participants had a graduate degree and eight participants (not 8%) did not provide educational data. Experiment 5 should have referred to the claim validity measure as a six-item measure ( .92) rather than a five-item measure; analyses on claim validity are accurate in text. Table 2's note should have said standard errors, not standard deviations. (The following abstract of the original article appeared in record 2012-31077-001.) This research tests the hypothesis that the presence (vs. absence) of organizational diversity structures causes high-status group members (Whites, men) to perceive organizations with diversity structures as procedurally fairer environments for underrepresented groups (racial minorities, women), even when it is clear that underrepresented groups have been unfairly disadvantaged within these organizations. Furthermore, this illusory sense of fairness derived from the mere presence of diversity structures causes high-status group members to legitimize the status quo by becoming less sensitive to discrimination targeted at underrepresented groups and reacting more harshly toward underrepresented group members who claim discrimination. Six experiments support these hypotheses in designs using 4 types of diversity structures (diversity policies, diversity training, diversity awards, idiosyncratically generated diversity structures from participants' own organizations) among 2 high-status groups in tests involving several types of discrimination (discriminatory promotion practices, adverse impact in hiring, wage discrimination). Implications of these experiments for organizational diversity and employment discrimination law are discussed. (PsycINFO Database Record

The Influence of Chronic and Situational Social Status on Stereotype Susceptibility.

We tested whether stereotypical situations would affect low-status group members' performance more strongly than high-status group members'. Experiment 1 and 2 tested this hypothesis using gender as a proxy of chronic social status and a gender-neutral task that has been randomly presented to favor boys (men superiority condition), favor girls (women superiority condition), or show no gender preference (control condition). Both experiments found that women’s (Experiment 1) and girls’ performance (Experiment 2) suffered more from the evoked stereotypes than did men's and boys’ ones. This result was replicated in Experiment 3, indicating that short men (low-status group) were more affected compared to tall men (high-status group). Additionally, men were more affected compared to women when they perceived height as a threat. Hence, individuals are more or less vulnerable to identity threats as a function of the chronic social status at play; enjoying a high status provides protection and endorsing a low one weakens individual performance in stereotypical situations.

Members of high-status groups are threatened by pro-diversity organizational messages

Members of high-status groups may perceive pro-diversity messages from organizations as threatening to their group's status. Two initial studies (N=322) demonstrate that when imagining applying for a job, whites—and not ethnic/racial minorities—expressed more concerns about being treated unfairly and about anti-white discrimination when the company mentioned (vs. did not mention) its pro-diversity values. In a third experiment, white men (N=77) participated in a hiring simulation. Participants applying to the pro-diversity company exhibited greater cardiovascular threat, expressed more concerns about being discriminated against, and made a poorer impression during the interview relative to white men applying to a neutral company. These effects were not moderated by individual differences in racial identification, racial attitudes, or system fairness beliefs. These findings suggest that high-status identities may be more sensitive to identity threats than commonly assumed, and that this sensitivity is robust to differences in higher-order beliefs and attitudes.

When do high and low status group members support confrontation? The role of perceived pervasiveness of prejudice

This paper examines how perceived pervasiveness of prejudice differentially affects high and low status group members' support for a low status group member who confronts. In Experiment 1 (N = 228), men and women read a text describing sexism as rare or as pervasive and subsequently indicated their support for a woman who confronted or did not confront a sexist remark. Experiment 2 (N = 324) specified the underlying process using a self-affirmation manipulation. Results show that men were more supportive of confrontation when sexism was perceived to be rare than when it was pervasive. By contrast, women tended to prefer confrontation when sexism was pervasive relative to when it was rare. Personal self-affirmation decreased men's and increased women's support for confrontation when prejudice was rare, suggesting that men's and women's support for confrontation when prejudice is rare is driven by personal impression management considerations. Implications for understanding how members of low and high status groups respond to prejudice are discussed.

Social Change in Mongolia and South Africa: The Impact of Relative Deprivation Trajectory and Group Status on Well-Being and Adjustment to Change

During times of profound social change, people’s psychological well-being is related to their assessment of their path from the past to the future [temporal relative deprivation (RD)]. A first survey conducted in Mongolia (n = 480) and data from a representative population survey conducted in South Africa (n = 2,711) are used to explore whether the status of one’s group during a time of dramatic social change moderates the relationship between temporal RD and well-being. Black South Africans and Mongolians (low-status group members) reported the highest well-being if they reported RD levels would decrease over time (even higher than group members who reported low but steady levels of RD). However, White South Africans (high-status group members) reported the lowest levels of well-being if they reported high and steady levels of RD (even in comparison with group members who reported that RD levels would increase over time). The implications of these different patterns and directions for future research are proposed.

When Do Low Status Groups Help High Status Groups? The Moderating Effects of Ingroup Identification, Audience Group Membership, and Perceived Reputational Benefit

Previous research has demonstrated that, when negative metastereotypes are made salient, members of low status groups help members of high status groups in order to improve the reputation of their low status group and its associated social identity. The present research investigated three potential moderators of low status groups’ outgroup helping: ingroup identification, audience group membership, and perceived reputational benefit. In Study 1 (N = 112) we found that members of a low status group (Keele University students) were most likely to offer to help raise funds for a high status group (University of Birmingham students) when they were high identifiers who had considered a negative metastereotype and believed that their responses would be viewed by an outgroup member. In Study 2 (N = 100) we found a similar effect in an intergroup context that referred to psychology students (low status ingroup) and junior doctors (high status outgroup), showing that the effect was limited to people who perceived reputational benefit in helping the outgroup. The practical and social implications of these findings are discussed in relation to intergroup contact and international relations.

Individualistic tendencies: When group status makes the difference

In three studies, the authors investigated whether individualistic tendencies are contingent upon ingroup social status. Ingroup status was created using experimental procedures, and individualistic tendencies were assessed as preference for individualistic over collectivistic advertisement messages or preference for scarce over available products. It was predicted and found that (a) members of high-status groups emphasize individualistic tendencies compared to members of low-status groups, and that (b) this difference increases as a function of ingroup identification. Among highly identified participants, high-status group members held onto their individualistic tendencies, whereas low-status group members resolutely reduced these tendencies. The discussion addresses the role of group status in the emergence of individualistic self-conceptions and worldviews.

The Relationship Between Authoritarianism and Life Satisfaction Changes Depending on Stigmatized Status

Members of stigmatized social groups are typically more authoritarian than their nonstigmatized or higher status counterparts. We draw on research demonstrating that authoritarianism compensates for the negative effects of stigma to predict that this endorsement will be more psychologically beneficial (and less harmful) for the stigmatized compared to their high-status counterparts. Consistent with this idea, data from the 2008 (N = 2,322) and 2012 (N = 5,916) American National Election Study indicate that for members of stigmatized social groups (low income, low education, and ethnic minority), authoritarian child rearing values have more positive psychological effects than for members of high-status groups. These results were robust to covariates, including demographics, religiosity, political ideology, and cognitive style.

The Advantage of Fitting the Ingroup: Ingroup Prototypicality and Attributed Occupational Success

According to social identity theory people are viewed as prototypical of a group to the extent that they possess ingroup characteristics but not outgroup characteristics. Based on this, previous research demonstrated that high-status group members (e.g., in the occupational field: men) may profit from failure in low-status domains, that is, domains in which members of a low-status group (e.g., in the occupational field: women) outperform high-status group members. In this case individual failure of a high-status group member appear highly prototypical for the high-status ingroup and therefore leads to the attribution of future occupational success (so called Failure-as-an-Asset effect). The current work extends this reasoning, by taking into account that perceived prototypicality of an individual group member is assumed to depend on meta-contrast based perception, meaning the ratio of differences between in- and outgroup characteristics and similarities of the ingroup and the respective group member. Therefore, the present study investigated how manipulated differences in ingroup prototypicality (i.e., meta-contrast quotient) of a failing male individual affect attributed occupational success. Thus, we predicted perceived prototypicality to moderate the Failure-as-an-Asset effect. In line with our hypothesis, we found that increased ingroup prototypicality lead to higher attributed occupational success.

A quantitative and qualitative analysis of social dominance orientation and race-related comments

Purpose – The purpose of this paper is to determine how social dominance orientation (SDO) might influence perceptions of bias when the race of the offender and the target of the biased comment is either white or black. Design/methodology/approach – This investigation was conducted in a laboratory with undergraduate students. Findings – In a study utilizing American student participants, the authors found that when an individual is high in SDO they are more likely to perceive racism/stereotyping when a low-status group member (i.e. African-American) makes a racially biased comment about high-status group members (i.e. Caucasian). Originality/value – The authors determined the influence of SDO on the perception of racial comments regarding African-Americans and Caucasians. These findings are also unique in that the authors manipulate the authority (i.e. status) of the offender and target.

Спортивная команда как малая группа. Часть 2

The problems of personnel management on the example of studying sports team as a small group. The history of the concept of a small group and prove that sports team meets all the basic features of a small group that can increase its functionality by taking into account the effects of a small group. Highlights the problem of formal and informal groups to sports teams. Emphasizes that the study of the problems of personnel management is helpful to refer to the experience gained in the formation and management of sports teams. Great value of this experience is that the sport is any idea immediately reflected in the sports scores, and thus its effectiveness can be quickly and objectively assess. Especially for team sports such as football. Since sports teams consist of small groups to achieve their high functionality, you need a good understanding of the features of the emergence and development of formal and informal groups. In any sports team, there are two types of groups: formal and informal. Both of these types of groups are important for both its functionality and its impact on its functionality. The most effective team — the one whose size corresponds to its objectives. It should be composed of people with dissimilar personality traits, and whose norms and values contribute to achieving the goals of the organization. In addition, a very important task is to create team spirit, where a healthy level of conflict, and where having a high status group members do not dominate. In the way of team building can stand such serious problems as the lack of effective business activities in general, inadequate moral and psychological mood or low level of professionalism. Creating and managing small groups, the creation of sports teams — a very long and complicated process that requires great effort and knowledge on the part of all involved.

Seeking help from the low status group: Effects of status stability, type of help and social categorization

This research extended previous work on the relationship between intergroup status and helping exchanges by investigating the conditions that moderate the willingness of members of a high status group (psychology students) to seek help from a low status group (social work students). In Study 1, when participants believed that there was a threat to the stability of status relations, participants from the high status group were more willing to seek autonomy-oriented assistance, which is empowering, than dependency-oriented help, which could undermine their group's advantaged status. Study 2 considered how reframing the nature of intergroup relations by emphasizing common superordinate group membership can influence help-seeking among members of high status groups. When separate group identities were emphasized, the results replicated. However, as predicted, when common identity as mental health professional was made salient, psychology students were as willing to seek autonomy- and dependency-oriented help across both the unstable- and stable-relations conditions. Theoretical and applied implications are discussed.