The Experts below are selected from a list of 309 Experts worldwide ranked by ideXlab platform
Naomi Ellemers - One of the best experts on this subject based on the ideXlab platform.
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Valuing Social Identity: Consequences for Motivation and Performance in Low‐Status Groups
Journal of Social Issues, 2010Co-Authors: Colette Van Laar, Belle Derks, Naomi Ellemers, D. BleekerAbstract:Presented is our perspective on the role of social identity in the motivation and performance of members of Stigmatized Groups (e.g., ethnic minorities, women in traditionally male-dominated fields). We discuss how Stigmatized Group members pursuing upward mobility face significant threats in out-Group environments through the numerical dominance of the higher status out-Group, the negative views held by the out-Group of the low-status Group, and the emphasis in out-Group settings on domains on which the Stigmatized Group is outperformed. In these settings, emphasis on positive in-Group domains protects social identity, and enhances motivation and performance on status-relevant domains. Moreover, upwardly mobile low-status Group members show important benefits of social identity through in-Group support for their upward mobility. As such, social identities can be viewed not as problematic factors needing to be minimalized, but can be drawn on to increase positive societal outcomes and improve low-status Group status.
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Working for the self or working for the Group: How self- versus Group affirmation affects collective behavior in low-status Groups.
Journal of personality and social psychology, 2009Co-Authors: Belle Derks, Colette Van Laar, Naomi EllemersAbstract:Experiencing social identity threat can lead members of Stigmatized Groups to protect their self-regard by withdrawing from domains that are associated with higher status Groups. Four experiments examined how providing identity affirmation in alternative domains affects performance motivation in statusdefining domains among Stigmatized Group members. Two forms of identity affirmation were distinguished: self-affirmation, which enhances personal identity, and Group affirmation, which enhances social identity. The results showed that although self- and Group affirmation both induce high performance motivation, they do so in different ways. Whereas self-affirmation induces a focus on the personal self, Group affirmation induces a focus on the social self (Study 1). Accordingly, Group affirmation elicited high performance motivation among highly identified Group members (Studies 1 and 2) by inducing challenge (Study 2) and protected interest in Group-serving behaviors that improve collective status (Studies 3 and 4). By contrast, low identifiers were challenged and motivated to perform well only after self-affirmation (Studies 1 and 2) and reported an even stronger inclination to work for themselves at the expense of the Group when offered Group affirmation (Studies 3 and 4).
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Social creativity strikes back: improving motivated performance of low status Group members by valuing inGroup dimensions
European Journal of Social Psychology, 2006Co-Authors: Belle Derks, Colette Van Laar, Naomi EllemersAbstract:Motivation of Stigmatized Group members to perform on status-relevant ‘outGroup’ dimensions can be impaired after inGroup failure. Three experiments examined whether social creativity by valuing inGroup dimensions (dimensions on which an inGroup outperforms an outGroup) can increase motivation and performance on outGroup dimensions. It was hypothesized that under high social identity threat, motivation on the outGroup dimension would benefit from valuing an inGroup dimension. Experiments 1 and 2 show that when social identity threat is increased, low status Group members who personally value inGroup dimensions show higher motivation to perform on the outGroup dimension. Experiment 3 shows that the induction of high contextual value of both inGroup and outGroup dimensions improves low status Group members' well-being and motivated performance on the outGroup dimension. Copyright © 2006 John Wiley & Sons, Ltd.
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Striving for Success in OutGroup Settings: Effects of Contextually Emphasizing InGroup Dimensions on Stigmatized Group Members’ Social Identity and Performance Styles
Personality & social psychology bulletin, 2006Co-Authors: Belle Derks, Colette Van Laar, Naomi EllemersAbstract:For members of Stigmatized Groups, being confronted with highstatus outGroup members threatens social identity and undermines performance on status-relevant dimensions. Two experiments examined whether the negative effects of outGroup contexts are alleviated when value is expressed for a dimension on which the Stigmatized inGroup excels. Specifically, the authors assessed whether inGroup versus outGroup context and contextual value for inGroup dimensions affects Group members’ reactions to failure on status-relevant dimensions and subsequent performance. Experiment 1 showed that in comparison to inGroup contexts, outGroup contexts induce Stigmatized Group members to protect social identity and to feel more agitated following negative performance feedback. Experiment 2 showed that when others in the context emphasize the importance of a dimension on which the inGroup excels, the negative effects of outGroup contexts are alleviated, Stigmatized Group members feel more cheerful concerning an upcoming task, a...
Jessica D. Remedios - One of the best experts on this subject based on the ideXlab platform.
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Stigma by Prejudice Transfer: Racism Threatens White Women and Sexism Threatens Men of Color.
Psychological science, 2017Co-Authors: Diana T. Sanchez, Kimberly E. Chaney, Sara K. Manuel, Leigh S. Wilton, Jessica D. RemediosAbstract:In the current research, we posited the stigma-by-prejudice-transfer effect, which proposes that Stigmatized Group members (e.g., White women) are threatened by prejudice that is directed at other Stigmatized Group members (e.g., African Americans) because they believe that prejudice has monolithic qualities. While most stigma researchers assume that there is a direct correspondence between the attitude of prejudiced individuals and the targets (i.e., sexism affects women, racism affects racial minorities), the five studies reported here demonstrate that White women can be threatened by racism (Study 1, 3, 4, and 5) and men of color by sexism (Study 2). Robust to perceptions of liking and the order in which measures were administered, results showed that prejudice transfers between racism and sexism were driven by the presumed social dominance orientation of the prejudiced individual. In addition, important downstream consequences, such as the increased likelihood of anticipated stigma, expectations of unfair treatment, and the attribution of negative feedback to sexism, appeared for Stigmatized individuals.
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organizational identity safety cue transfers
Personality and Social Psychology Bulletin, 2016Co-Authors: Kimberly E. Chaney, Diana T. Sanchez, Jessica D. RemediosAbstract:Traditionally, researchers have focused on identity-congruent safety cues such as the effect of gender diversity awards on women’s sense of inclusion in organizations. The present studies investigate, for the first time, whether identity safety cues (e.g., organizational diversity structures) aimed at one Stigmatized Group transfer via perceptions of the organization’s ideology (social dominance orientation), resulting in identity safety for individuals with Stigmatized identities incongruent with the cue. Across four studies, we demonstrate that White women experience identity safety from organizational diversity structures aimed at racial minorities (Studies 1 and 2), and men of color experience identity safety from organizational diversity structures aimed at women (Study 3). Furthermore, while White men similarly perceive the organization’s ideology, this does not promote identity safety (Study 4). Thus, we argue that individuals view organizations commended for diversity as promoting more egalitarian...
Belle Derks - One of the best experts on this subject based on the ideXlab platform.
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Valuing Social Identity: Consequences for Motivation and Performance in Low‐Status Groups
Journal of Social Issues, 2010Co-Authors: Colette Van Laar, Belle Derks, Naomi Ellemers, D. BleekerAbstract:Presented is our perspective on the role of social identity in the motivation and performance of members of Stigmatized Groups (e.g., ethnic minorities, women in traditionally male-dominated fields). We discuss how Stigmatized Group members pursuing upward mobility face significant threats in out-Group environments through the numerical dominance of the higher status out-Group, the negative views held by the out-Group of the low-status Group, and the emphasis in out-Group settings on domains on which the Stigmatized Group is outperformed. In these settings, emphasis on positive in-Group domains protects social identity, and enhances motivation and performance on status-relevant domains. Moreover, upwardly mobile low-status Group members show important benefits of social identity through in-Group support for their upward mobility. As such, social identities can be viewed not as problematic factors needing to be minimalized, but can be drawn on to increase positive societal outcomes and improve low-status Group status.
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Working for the self or working for the Group: How self- versus Group affirmation affects collective behavior in low-status Groups.
Journal of personality and social psychology, 2009Co-Authors: Belle Derks, Colette Van Laar, Naomi EllemersAbstract:Experiencing social identity threat can lead members of Stigmatized Groups to protect their self-regard by withdrawing from domains that are associated with higher status Groups. Four experiments examined how providing identity affirmation in alternative domains affects performance motivation in statusdefining domains among Stigmatized Group members. Two forms of identity affirmation were distinguished: self-affirmation, which enhances personal identity, and Group affirmation, which enhances social identity. The results showed that although self- and Group affirmation both induce high performance motivation, they do so in different ways. Whereas self-affirmation induces a focus on the personal self, Group affirmation induces a focus on the social self (Study 1). Accordingly, Group affirmation elicited high performance motivation among highly identified Group members (Studies 1 and 2) by inducing challenge (Study 2) and protected interest in Group-serving behaviors that improve collective status (Studies 3 and 4). By contrast, low identifiers were challenged and motivated to perform well only after self-affirmation (Studies 1 and 2) and reported an even stronger inclination to work for themselves at the expense of the Group when offered Group affirmation (Studies 3 and 4).
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Social creativity strikes back: improving motivated performance of low status Group members by valuing inGroup dimensions
European Journal of Social Psychology, 2006Co-Authors: Belle Derks, Colette Van Laar, Naomi EllemersAbstract:Motivation of Stigmatized Group members to perform on status-relevant ‘outGroup’ dimensions can be impaired after inGroup failure. Three experiments examined whether social creativity by valuing inGroup dimensions (dimensions on which an inGroup outperforms an outGroup) can increase motivation and performance on outGroup dimensions. It was hypothesized that under high social identity threat, motivation on the outGroup dimension would benefit from valuing an inGroup dimension. Experiments 1 and 2 show that when social identity threat is increased, low status Group members who personally value inGroup dimensions show higher motivation to perform on the outGroup dimension. Experiment 3 shows that the induction of high contextual value of both inGroup and outGroup dimensions improves low status Group members' well-being and motivated performance on the outGroup dimension. Copyright © 2006 John Wiley & Sons, Ltd.
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Striving for Success in OutGroup Settings: Effects of Contextually Emphasizing InGroup Dimensions on Stigmatized Group Members’ Social Identity and Performance Styles
Personality & social psychology bulletin, 2006Co-Authors: Belle Derks, Colette Van Laar, Naomi EllemersAbstract:For members of Stigmatized Groups, being confronted with highstatus outGroup members threatens social identity and undermines performance on status-relevant dimensions. Two experiments examined whether the negative effects of outGroup contexts are alleviated when value is expressed for a dimension on which the Stigmatized inGroup excels. Specifically, the authors assessed whether inGroup versus outGroup context and contextual value for inGroup dimensions affects Group members’ reactions to failure on status-relevant dimensions and subsequent performance. Experiment 1 showed that in comparison to inGroup contexts, outGroup contexts induce Stigmatized Group members to protect social identity and to feel more agitated following negative performance feedback. Experiment 2 showed that when others in the context emphasize the importance of a dimension on which the inGroup excels, the negative effects of outGroup contexts are alleviated, Stigmatized Group members feel more cheerful concerning an upcoming task, a...
Jennifer A. Richeson - One of the best experts on this subject based on the ideXlab platform.
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Stigma-Based Solidarity Understanding the Psychological Foundations of Conflict and Coalition Among Members of Different Stigmatized Groups
Current Directions in Psychological Science, 2016Co-Authors: Maureen A. Craig, Jennifer A. RichesonAbstract:With growing diversity and increased media attention to inequality, it is likely that Stigmatized-Group members will have increased political influence on social issues affecting other Stigmatized Groups. When might members of different Stigmatized Groups see commonality in their experiences or disadvantaged status, and when might another Stigmatized Group be treated solely as an out-Group? This article provides an overview of new and important lines of research examining how perceived discrimination may shape interGroup relations among members of different Stigmatized Groups. Specifically, perceived discrimination is highlighted as a potentially common experience for members of different Stigmatized Groups that at times elicits coalitional attitudes, but is often solely experienced as a threat to social identity and thus elicits interGroup derogation. The dimensions on which individuals are Stigmatized, aspects of their discrimination experiences, and contextual factors are important for predicting wheth...
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Do Unto Others as Others Have Done Unto You? Perceiving Sexism Influences Women’s Evaluations of Stigmatized Racial Groups
Personality & social psychology bulletin, 2012Co-Authors: Maureen A. Craig, Tracy Dehart, Jennifer A. Richeson, Luke FiedorowiczAbstract:The present research examines how making discrimination salient influences Stigmatized Group members' evaluations of other Stigmatized Groups. Specifically, three studies examine how salient sexism affects women's attitudes toward racial minorities. White women primed with sexism expressed more pro-White (relative to Black and Latino) self-report (Studies 1 and 3) and automatic (Study 2) interGroup bias, compared with White women who were not primed with sexism. Furthermore, Group affirmation reduced the pro-White/antiminority bias White women expressed after exposure to sexism (Study 3), suggesting the mediating role of social identity threat. Overall, the results suggest that making discrimination salient triggers social identity threat, rather than a sense of common disadvantage, among Stigmatized Group members, leading to the derogation of other Stigmatized Groups. Implications for relations among members of different Stigmatized Groups are discussed.
Maureen A. Craig - One of the best experts on this subject based on the ideXlab platform.
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Stigma-Based Solidarity Understanding the Psychological Foundations of Conflict and Coalition Among Members of Different Stigmatized Groups
Current Directions in Psychological Science, 2016Co-Authors: Maureen A. Craig, Jennifer A. RichesonAbstract:With growing diversity and increased media attention to inequality, it is likely that Stigmatized-Group members will have increased political influence on social issues affecting other Stigmatized Groups. When might members of different Stigmatized Groups see commonality in their experiences or disadvantaged status, and when might another Stigmatized Group be treated solely as an out-Group? This article provides an overview of new and important lines of research examining how perceived discrimination may shape interGroup relations among members of different Stigmatized Groups. Specifically, perceived discrimination is highlighted as a potentially common experience for members of different Stigmatized Groups that at times elicits coalitional attitudes, but is often solely experienced as a threat to social identity and thus elicits interGroup derogation. The dimensions on which individuals are Stigmatized, aspects of their discrimination experiences, and contextual factors are important for predicting wheth...
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Do Unto Others as Others Have Done Unto You? Perceiving Sexism Influences Women’s Evaluations of Stigmatized Racial Groups
Personality & social psychology bulletin, 2012Co-Authors: Maureen A. Craig, Tracy Dehart, Jennifer A. Richeson, Luke FiedorowiczAbstract:The present research examines how making discrimination salient influences Stigmatized Group members' evaluations of other Stigmatized Groups. Specifically, three studies examine how salient sexism affects women's attitudes toward racial minorities. White women primed with sexism expressed more pro-White (relative to Black and Latino) self-report (Studies 1 and 3) and automatic (Study 2) interGroup bias, compared with White women who were not primed with sexism. Furthermore, Group affirmation reduced the pro-White/antiminority bias White women expressed after exposure to sexism (Study 3), suggesting the mediating role of social identity threat. Overall, the results suggest that making discrimination salient triggers social identity threat, rather than a sense of common disadvantage, among Stigmatized Group members, leading to the derogation of other Stigmatized Groups. Implications for relations among members of different Stigmatized Groups are discussed.