Unity through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification

Research on work group diversity has more or less neglected the possibility that reactions to diversity may be informed by individuals' beliefs about the value of diversity (vs. homogeneity) for their work group. We studied the role of such diversity beliefs as a moderator of the relationship between work group diversity and individuals' identification with the work group across two studies. Study 1 was a cross-sectional survey that focused on gender diversity and gender diversity beliefs. Study 2 was a laboratory experiment in which work group diversity and diversity beliefs were manipulated. Results of both studies support the prediction that work group diversity and group identification are more positively related the more individuals believe in the value of diversitydiversity;identification;social identity;self-categorization;value-in-diversity

Who gets the Carrot and Who gets the Stick? Evidence of Gender Disparities in Executive Remuneration

This paper offers a new explanation of the gender pay gap in leadership positions by examining the relationship between managerial bonuses and company performance. Drawing on findings of gender studies, agency theory, and the leadership literature, we argue that the gender pay gap is a context-specific phenomenon which results partly from the fact that company performance has a moderating impact on pay inequalities. Employing a matched sample of 192 female and male executive directors of UK listed firms we corroborate the existence of the gender pay disparities in corporate boardrooms. In line with our theoretical predictions, we find that bonuses awarded to men are not only larger than those allocated to women, but also that managerial compensation of male executive directors is much more performance-sensitive than that of female executives. The contribution of attributional and expectancy-related dynamics to these patterns is highlighted in line with previous work on gender stereotypes and implicit leadership theories such as the romance of leadership. Gender differences in risk-taking and confidence are also considered as potential explanations for the observed pay disparities. The implications of organizations’ indifference to women’s performance are examined in relation to issues surrounding the recognition and retention of female talent.executive compensation;gender pay gap;gender stereotypes;implicit leadership theories;corporate performance;romance of leadership

A warrant for violence? An analysis of Donald Trump's speech before the US Capitol attack

On January 6th, 2021, Donald Trump's speech during a ‘Save America’ rally was followed by mass violence, with Trump's supporters storming the U.S. Capitol to prevent the certification of Joe Biden's victory in the presidential eletion. In its wake, there was a great deal of debate around whether the speech contained direct instructions for the subsequent violence. In this paper, we use a social identity perspective on leadership (and more specifically, on toxic leadership) to analyse the speech and see how its overall ar-gument relates to violence. We show that Trump's argument rests on the populist distinction between the American peo-ple and elites. He moralises these groups as good and evil respectively and proposes that the very existence of America is under threat if the election result stands. On this basis he proposes that all true Americans are obligated to act in order prevent Biden's certification and to ensure that the good prevails over evil. While Trump does not explicitly say what such action entails, he also removes normative and moral impediments to extreme action. In this way, taken as a whole, Trump's speech enables rather than demands vio-lence and ultimately it provides a warrant for the violence that ensued

Unity through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification

Research on work group diversity has more or less neglected the possibility that reactions to diversity may be informed by individuals' beliefs about the value of diversity (vs. homogeneity) for their work group. We studied the role of such diversity beliefs as a moderator of the relationship between work group diversity and individuals' identification with the work group across two studies. Study 1 was a cross-sectional survey that focused on gender diversity and gender diversity beliefs. Study 2 was a laboratory experiment in which work group diversity and diversity beliefs were manipulated. Results of both studies support the prediction that work group diversity and group identification are more positively related the more individuals believe in the value of diversit

A satisfação vital: sua relação com o preconceito, a identidade nacional, a autoestima e o bem-estar material, em imigrantes

El propósito de esta investigación fue estudiar la relación de la satisfacción vital con varios factores psicosociales corrientemente vinculados a los procesos de migración internacional. En concreto, este estudio exploró la relación de la satisfacción vital - componente cognitivo del bienestar subjetivo - con las variables prejuicio grupal percibido, discriminación personal percibida, autoestima global personal, identidad nacional y bienestar material percibido. La investigación, de tipo empírico y cuantitativo, se realizó a través de un muestreo no probabilístico con inmigrantes colombianos en varias ciudades del Ecuador (N = 185). Confirmando las hipótesis, se halló una relación positiva entre la satisfacción vital, el bienestar material percibido y la autoestima. Se confirmó así mismo una relación negativa entre la satisfacción vital, la discriminación personal percibida y la identidad nacional. Estas mismas variables; la autoestima, el bienestar material percibido, la discriminación personal percibida y la identidad nacional, emergieron como predictoras de la satisfacción vital. No se confirmó, en cambio, la relación negativa hipotetizada entre la satisfacción vital y el prejuicio grupal percibido. Se hace un análisis de dichos resultados desde la literatura psicosocial.O propósito desta pesquisa foi estudar a relação da satisfação vital com vários fatores psicossociais correntemente vinculados aos processos de migração internacional. Em concreto, este estudo explorou a relação da satisfação vital - componente cognitivo do bem-estar subjetivo - com as variáveis preconceito grupal percebido, discriminação pessoal percebida, autoestima global pessoal, identidade nacional e bem-estar material percebido. A pesquisa, de tipo empírica e quantitativa, foi realizada através de um amostra não probabilística com imigrantes colombianos em várias cidades do Equador (N = 185). Confirmando as hipóteses, foi encontrada uma relação positiva entre a satisfação vital, o bem-estar material percebido e a autoestima. Foi confirmada assim uma relação negativa entre a satisfação vital, a discriminação pessoal percebida e a identidade nacional. Estas mesmas variáveis; a autoestima, o bem-estar material percebido, a discriminação pessoal percebida e a identidade nacional, emergiram como preditoras da satisfação vital. Contudo, não foi confirmada a relação negativa hipotética entre a satisfação vital e o preconceito grupal percebido. É feita uma análise desses resultados desde a literatura psicossocial.The aim of this research was to study the relationship between life satisfaction and various psychosocial variables usually linked to international migration processes. Specifically, this study explored the relationship between life satisfaction-a cognitivedimension of subjective well-being- and perceived group prejudice, perceived personal discrimination, global personal self-esteem, national identity and perceived material well- being. The research, of empirical quantitative type, was conducted with a non-probabilistic sample of Colombian migrants at several cities of Ecuador. As expected, the hypothesis that life satisfaction was positively related to self -esteem and perceived material well-being was confirmed. Also, a negative correlation was confirmed between life satisfaction, perceived personal discrimination and national identity. Results show that the variables self-esteem, perceived material well-being, perceived personal discrimination and national identity are significant predictors of life satisfaction. Findings didn´t confirm the expected negative association between life satisfaction and perceived group prejudice. Results are analyzed from a psychosocial perspective

Culture change in a professional sports team: Shaping environmental contexts and regulating power

Although high performing cultures are crucial for the enduring success of professional sport performance teams, theoretical and practical understanding of how they are established and sustained is lacking. To develop knowledge in this area, a case study was undertaken to examine the key mechanisms and processes of a successful culture change programme at English Rugby Union’s Leeds Carnegie. Exploring the change process from a 360 degree perspective, semi-structured interviews were conducted with team management, one specialist coach, six players, and the CEO. Analysed and explained through decentred theory, results revealed that culture change was effectively facilitated by team management: a) subtly and covertly shaping the physical, structural, and psychosocial context in which support staff and players made performance-impacting choices, and b) regulating the ‘to and fro’ of power which characterises professional sport performance teams. Decentred theory is also supported as an effective framework for culture change study

Leading for gold: social identity leadership processes at the London 2012 Olympic Games

© 2014, © 2014 Taylor & Francis. This paper adopted a social identity approach to explore the media data of leadership figures at the London 2012 Olympic Games. Media data in the form of interviews, speeches/team announcements, and blog posts from leaders integral to the London 2012 Olympic Games were analysed from 100 days prior to, during, and for 30 days following, the Olympic Games. Leaders included Lord Seb Coe, Andy Hunt, and performance directors of TeamGB athletics (Charles van Commenee), cycling (Sir David Brailsford), rowing (David Tanner) and swimming (Michael Scott). An inductive and deductive thematic analysis identified five higher order themes: creation of team identities, team values, team vision, performance consequences and ‘we’ achieved. The analysis makes a contribution to extant leadership literature by highlighting novel contextually relevant themes surrounding leadership at the London 2012 Olympic Games. Thus, opportunities for future research and application are outlined

Leading ‘us’ to be active: A two-wave test of relationships between identity leadership, group identification, and attendance

Although physical activity participation has numerous physiological and psychological benefits, inactivity rates remain high, and a greater understanding of the factors that drive participation is needed. Growing evidence indicates that (1) the strength of individuals’ social identification as a member of a particular physical activity group (e.g., an exercise group or sports team) is positively associated with their group-relevant participation, and (2) physical activity leaders (e.g., exercise group leaders, coaches, and captains) can foster members’ identification, and thus their greater group-relevant participation. Extending previous cross-sectional research, we examined relationships over time between sports group members’ perceptions of their leaders’ engagement in identity leadership, their group identification, and attendance. Participants (N = 186) from amateur sports teams completed measures of identity leadership, group identification, and attendance on two occasions, eight weeks apart. Lagged regressions indicated that perceptions of leaders’ engagement in identity leadership at Time 1 predicted members’ group identification at Time 2, controlling for their group identification at Time 1; and members’ group identification at Time 2 was associated with their attendance at Time 2, controlling for their attendance at Time 1. Mediation analysis demonstrated a significant indirect effect of perceptions of leaders’ engagement in identity leadership on group members’ attendance through greater group identification. Findings provide evidence of the participation-related benefits of forming, and maintaining, strong social identities in physical activity settings, and point to the role leaders can play in fostering members' sustained identification and participation