Affect and Group Attachments: The Role of Shared Responsibility

This paper theorizes the role of shared responsibility in the development of affective group attachments, interweaving ideas from social exchange and social identity theories. The main arguments are that (1) people engaged in task interaction experience positive or negative emotions from those interactions; (2) tasks that promote more sense of shared responsibility across members lead people to attribute their individual emotions to groups or organizations; and (3) group attributions of own emotions are the basis for stronger or weaker group attachments. The paper suggests that social categorization and structural interdependence promote group attachments by producing task interactions that have positive emotional effects on those involved

Can you forgive? It depends on how happy you are

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link.This paper examined how individual group status and happiness influence forgiveness. In Study 1, happiness was treated as a trait difference: highly happy people, compared with very unhappy people, were found to be more willing to forgive murderers. More important, an interaction effect between happiness and group status on forgiveness was found, that is, highly happy people tended to be more forgiving when either ingroup or outgroup mem- bers were killed; unhappy people, however, tended to be less forgiving about murder when ingroup rather than outgroup members were killed. In Study 2, happiness was treated as an emotional state difference: happiness, rather than sadness, was found to bring greater forgiveness. Moreover, consistent with the interaction effect displayed in Study 1, happy participants tended to forgive more when ingroup or outgroup members were hurt; sad partici- pants tended to forgive less when ingroup members rather than outgroup members were hurt. Implications for connections between happiness, group membership, and forgiveness are discussed

A Meta-Analysis of Procedures to Change Implicit Measures

Using a novel technique known as network meta-analysis, we synthesized evidence from 492 studies (87,418 participants) to investigate the effectiveness of procedures in changing implicit measures, which we define as response biases on implicit tasks. We also evaluated these procedures’ effects on explicit and behavioral measures. We found that implicit measures can be changed, but effects are often relatively weak (|ds| \u3c .30). Most studies focused on producing short-term changes with brief, single-session manipulations. Procedures that associate sets of concepts, invoke goals or motivations, or tax mental resources changed implicit measures the most, whereas procedures that induced threat, affirmation, or specific moods/emotions changed implicit measures the least. Bias tests suggested that implicit effects could be inflated relative to their true population values. Procedures changed explicit measures less consistently and to a smaller degree than implicit measures and generally produced trivial changes in behavior. Finally, changes in implicit measures did not mediate changes in explicit measures or behavior. Our findings suggest that changes in implicit measures are possible, but those changes do not necessarily translate into changes in explicit measures or behavior

Left threatened by Right: political intergroup bias in the contemporary Italian context.

Using different evaluation targets (i.e., politicians’ pictures, ideological words, items referring to features attributed to political ingroup/outgroup) we characterized the intergroup bias among political groups in the Italian context (Study 1-2-3) and tested a model that may account for the bias itself (Study 3). For all evaluation targets, left-wing participants -compared to right wing participants - showed a greater intergroup bias, expressing more negative emotions towards the outgroup. The process was influenced by a greater perceived threat of the outgroup. Conversely, right-wing participants expressed the bias only when presented with ideological words. Our results provide a detailed description of how intergroup bias in Italy is differently expressed by the two ideological groups depending on the targets used to represent the political counterpart. Moreover, the results show that the stronger bias expressed by left-wing participants is driven by perceived threat of the outgroup

Narrative Language as an Expression of Individual and Group Identity

Scientific Narrative Psychology integrates quantitative methodologies into the study of identity. Its methodology, Narrative Categorical Analysis, and its toolkit, NarrCat, were both originally developed by the Hungarian Narrative Psychology Group. NarrCat is for machine-made transformation of sentences in self-narratives into psychologically relevant, statistically processable narrative categories. The main body of this flexible and comprehensive system is formed by Psycho-Thematic modules, such as Agency, Evaluation, Emotion, Cognition, Spatiality, and Temporality. The Relational Modules include Social References, Semantic Role Labeling (SRL), and Negation. Certain elements can be combined into Hypermodules, such as Psychological Perspective and Spatio-Temporal Perspective, which allow for even more complex, higher level exploration of composite psychological processes. Using up-to-date developments of corpus linguistics and Natural Language Processing (NLP), a unique feature of NarrCat is its capacity of SRL. The structure of NarrCat, as well as the empirical results in group identity research, is discussed

Structural Power and Emotional Processes in Negotiation: A Social Exchange Approach

This chapter focuses in the abstract on when and how repeated negotiations between the same actors foster positive feelings or emotions and, in turn, an affective commitment to their relationship. However, we have in mind applications to pivotal dyads within organizations and also to the emergence of friction” or stickiness” in market relations. Implicit in the idea that negotiations in pivotal dyads shape institutional patterns is the notion that repeated negotiations between the same two actors are likely to become more than instrumental ways for the particular actors to get work done. We suggest a simple process by which dyadic negotiations give rise to incipient affective commitments that make the relationship an expressive object of attachment in its own right. When such transformations occur, future negotiations are not just efforts to solve yet another concrete issue or problem that the particular actors face; they come to symbolize or express the existence of a positive, productive relationship. Commitments that have an emotional/affective component tend to make the exchange relation an objective reality with intrinsic value to actors. In Berger and Luckmann\u27s (1967) terms, the relation becomes a third force.

Advancing Dispute Resolution by Unpacking the Sources of Conflict: Toward an Integrated Framework

Organizational leaders, public policy makers, dispute resolution professionals, and scholars have developed diverse methods for resolving workplace conflict. But there is inadequate recognition that the effectiveness of a dispute resolution method depends on its fit with the source of a particular conflict. Consequently, it is essential to better understand where conflict comes from and how this affects dispute resolution. To these ends, this paper uniquely integrates scholarship from multiple disciplines to develop a multi-dimensional framework on the sources of conflict. This provides an important foundation for theorizing and identifying effective dispute resolution methods, which are more important than ever as the changing world of work raises new issues, conflicts, and institutions

Perceiving and Feeling Personal Discrimination: Motivation or Inhibition for Collective action?

Relative deprivation and group consciousness theories differ in their predictions of how personal discrimination and personal discontent will be related to taking collective action. According to relative deprivation theory, assessments of personal status should be unrelated to taking collective action. In contrast, group consciousness theories suggest that while perceiving personal discrimination is necessary for collective action to occur, feelings of personal discontent may inhibit it. Female students completed questionnaires assessing their perceptions of, and affective responses to personal discrimination, as well as their participation in collective actions. A hierarchical regression analysis found that personal discrimination and discontent interacted such that among women who perceived personal discrimination, women took the most collective actions when they did not feel personally discontent with their status. Implications for the relationship between negative emotions and intergroup behavior were discussed