When Your Team is Not Really Your Team Anymore: Identification with a Merged Basketball Club

In this questionnaire study it was tested to what extent identification with a merged basketball club could be predicted on the basis of six concepts derived from a social identity perspective on mergers. Respondents were 160 fans and 91 youth players of a Belgian first division basketball club that had merged the previous season. A direct multiple regression analysis indicated that, both for fans and youth players identification with the pre-merger club was the best predictor of identification with the new merger club, followed by the perceived success of the merger. Two other concepts emerged as significant, though modest, predictors of post-merger identification for fans and youth players: the perceived necessity of the merger and their satisfaction with the merger process. For the fans, the perceived continuity/representation of the in-group in the merger group was also a significant predictor. Together, the hypothesized predictors accounted for 70% of the total variance in their post-merger identification. This high percentage underlines the relevance of a social-psychological perspective on how sport fans' react to mergers. For youth players, 61% of the total variance in their post-merger identification was explained, which suggests that the processes that facilitate fans and youth players’ post-merger identification are quite similar.     

Continuing and changing group identities: the effects of merging on social identification and ingroup bias

A social identity approach to the investigation of group-based reactions to a merger is outlined, in which a merger is analyzed in terms of the continuation or change of the pre-merger group identity. In two experiments, the relationship between pre-merger identification, post-merger identification, and ingroup bias was investigated using a minimal group paradigm. Results from both studies showed that the perceived continuation of the pre-merger group identity in the post-merger group strengthened the positive relationship between pre-merger identification and identification with the superordinate post-merger group. Moreover, perceived continuation strengthened, rather than reduced, ingroup bias at the subordinate level of the merged groups. Some theoretical and practical implications are discussed.     

Social Identity and Corporate Mergers

Corporate mergers require proper human resources management to reach their financial and strategic objectives and minimize negative consequences for employee well‐being. Understanding the antecedents of employees’ identification with the merged organization during the corporate merger is crucial, because stronger post‐merger identification results in less conflict and higher levels of motivation. Unfortunately, employees often identify more strongly with their pre‐merger organizations than with the merged organization. One influential approach to understanding the processes underlying organizational identification is the social identity approach ( Tajfel & Turner, 1986 ; Turner, Hogg, Oakes, Reicher, & Wetherell, 1987 ). Research applying this perspective to organizational mergers shows that levels of identification with the merged organization are partly explained by status and dominance differences of the involved organizations, by motivational threats and uncertainties during the merger, and by the representation of the post‐merger identity. Leaders and managers of corporate mergers are able to influence these processes and, thus, to provide a path for successful merger integration.     

Social Identity Change During an Intergroup Merger: The Role of Status,Similarity, and Identity Threat

Conducted during the merger between two hospitals, this longitudinal study (N = 149) revealed that at both Time 1 (i.e., questionnaire completed 12 months prior to the merger) and Time 2 (completed 1 year after the merger had been implemented), employees from the low-status premerger organization generally reported lower adjustment to the merger. Whereas Time 2 identity threat predicted lower and decreased identification with the new merged organization and perceptions of a common in group identity, perceived similarities between the merging organizations at Time 2 predicted higher identification with the new merged organization and higher perceptions of a common in group identity.     

Predictors of change in postmerger identification during a merger process: a longitudinal study

Adopting an intergroup perspective, the authors examined predictors of change in postmerger identification throughout a merger. Data were collected over 3 points of measurement from 157 students of a newly merged university. The 1st questionnaire was distributed 4 months after the implementation of the merger; the following 2 were distributed 6 months and 1 year thereafter. With its longitudinal design, this study replicates and extends past results by revealing predictors of change in organizational identification for members of the dominant and subordinate organizations throughout a merger process. As predicted, postmerger identification increased only slowly for members of both the dominant and the subordinate organizations. Multilevel models for change confirmed that the predictive effect of premerger identification on postmerger identification for members of the dominant organization dissipates over time. The effect of in-group typicality unexpectedly varied as a function of organizational membership and was stable over time. Perceived fairness in the merger process positively influenced postmerger identification across members of both organizations; over time the effect of fairness amplified.     

Perceptions of motivational climate and teachers' strategies to sustain discipline as predictors of intrinsic motivation in physical education

This study examined the relationship among pupils' perceptions of the motivational climate, pupils' perceptions of teachers' strategies to maintain discipline and pupils' intrinsic motivation in physical education. A sample of 2189 Spanish adolescents, ages 13 to 17 years, completed Spanish versions of the EPCM, SSDS, and IMI. Confirmatory factor analyses were carried out to confirm the factorial validity of the scales. Then, the relationship among the variables was explored through Structural Equation Modelling. The most important predictors of pupils' intrinsic motivation were the perceived mastery climate, and perceived teachers' emphasis on intrinsic reasons to maintain discipline. Perceived performance climate and perceived teachers' strategies to maintain discipline based on introjected reasons and indifference, predicted pupils' tension-pressure. Results are discussed in the context of theoretical propositions of self-determination theory and practical issues of enhancing adolescents' motivation in physical education.     

Perceived procedural justice and employee responses to an organizational merger

This study investigated the effects of procedural justice perceptions on employee responses to an organizational merger. On the basis of research on organizational justice and the social psychological theory of intergroup relations, our main hypothesis was that perceived justice of the merger implementation is positively related to post-merger organizational identification and perceptions of common ingroup identity. post-merger identification and common ingroup identity, in turn, were hypothesized to be related to positive attitudes towards the employees of the merger partner and to extra-role behaviour. Results based on a sample of 189 employees from a merged organization indicated partial support for our hypotheses. Implications for further research and merger management are discussed.     

流动儿童歧视知觉与社会文化适应：社会支持和社会认同的作用

采用整群取样方法对选自北京市的1164名流动儿童进行问卷调查, 考察社会支持、社会认同在歧视知觉与社会文化适应关系中的作用。结果表明, 流动儿童的歧视知觉整体上并不明显, 其社会文化适应状况整体良好; 歧视知觉对社会文化适应有显著负向预测性(β=-0.39, p<0.001); 在歧视知觉与社会文化适应的负向预测关系中, 社会支持起部分中介作用, 城市认同有增强作用, 老家认同有缓冲作用; 社会支持的中介作用受到城市认同、老家认同的调节。     

Identification with the neighborhood: Discrimination and neighborhood size

This paper analyzes the impact of a geographical social grouping (neighborhood) and its relative perceived size in the spontaneous group’s identification level and place satisfaction, as well as the intensity of and motives for discrimination against inhabitants of other places. Two studies are presented: an experimental one using the minimal group categorization paradigm and an onsite investigation of a city neighborhood. Consistent with the predictions, the results showed that smaller neighborhoods reported higher identification and satisfaction with the place of residence, as well as higher discrimination of other neighborhoods. In line with the optimal distinctiveness theory (ODT), the findings showed that the motivation for discrimination varies as a function of the in-group size. Thus, the members of larger groups discriminate by increasing the differentiation between the in-group and the out-group, whereas the members of smaller groups increased the value of the in-group. Furthermore, the results were consistent with a social identity theory and ODT explanation of diverse research that shows the non-trivial nature of geographical bounded social grouping and its importance in a diverse set of contexts and its impact in inter-neighborhood relationships.     

Employee identification before and after an internal merger: A longitudinal analysis

Earlier studies have shown that perceived external prestige (PEP) and communication climate influence employees' overall organizational identification. This paper presents the results of a longitudinal study into the determinants of organizational identification at two organizational levels during an internal merger. Data were collected in a university where four divisions merged into two new divisions. Respondents filled out a questionnaire on organizational identification, PEP and communication climate 4 months before the merger (T1) and 2 years after the merger (T2). Results indicate that pre‐merger identification primarily influences post‐merger identification at the same organizational level. Furthermore, the determinants of employees' overall organizational identification differ from the determinants of employees' division identification. Internal communication climate is particularly important for employees' identification with their division. PEP affects employees' identification with the overall organization. Management implications are discussed for monitoring employee identification both in times of (internal) mergers and in general.     

How Groups Merge: The Effects of Merger Integration Patterns on Anticipated Commitment to the Merged Organization1

This study examined the influence of merger integration patterns on expectations about the merger process. The integration patterns included the absorb, in which the merged organization closely resembled the acquiring company; the blend, in which features of both companies were maintained, and the combine, in which the organization resembled neither pre-merger company. Undergraduates role-played employees of a merging organization and written scenarios manipulated the integration pattern and membership in the acquired or acquiring organization. Participants' commitment to the merged organization was most favorable in the combine pattern. Path analyses indicated that the relationship between merger integration pattern and organizational commitment is mediated by the conditions of intergroup contact, perceptions of organizational support, organizational unity, and the degree of threat experienced.     

Catecholamine output in school children as related to performance and adjustment

Johansson, G. Frankenhaeuser, M. & Magnusson, D. Catecholamine output in school children as related to performance and adjustment. Scand. J. Psychol., 1973, 14, 20–28.-Excretion of two catecholamines, adrenaline and noradrenaline, was studied in a group of 240 children, sampled from a longitudinal study, during a "passive" period (viewing a film) and a subsequent "active" period (performing an arithmetic test). In the group of boys the mean adrenaline excretion increased significantly during the active as compared with the passive period. Among the children of both sexes, those who increased their adrenaline output during the arithmetic test as compared with the preceding passive period, performed better on the test in terms of speed and endurance, than did children who did not respond to mental work by adrenaline increase. Significant positive correlations were found between the secretion of both catecholamines and teachers' ratings indicating good social adjustment and emotional stability, as well as with measures of the pupils' subjective satisfaction with their school environment.     

歧视知觉对城市流动儿童幸福感的影响：中介机制及归属需要的调节作用

采用整群取样法对选自北京市的1551名流动儿童进行测查, 探讨歧视知觉对城市流动儿童的个体和群体幸福感的影响机制, 即内群体认同和群体地位感在其中的中介作用, 以及不同归属需要下内群体认同和群体地位感的中介作用差异。结果表明：(1)公立学校小学流动儿童的个体和群体幸福感相对较高; 流动男生比流动女生具有较高的生活满意度, 流动女生比流动男生具有较高的群体幸福感。(2)歧视知觉对城市流动儿童的个体和群体幸福感存在直接显著的负向预测作用, 并通过内群体情感认同和群体地位感的中介作用负向预测群体幸福感。(3)不同归属需要下歧视知觉对个体和群体幸福感的作用机制存在差异。在高归属需要组, 歧视知觉对个体幸福感存在直接显著的负向预测作用, 并通过群体地位感和群体幸福感的双重中介消极地影响个体幸福感; 歧视知觉完全通过群体地位感的中介消极地影响群体幸福感。在低归属需要组, 歧视知觉对个体幸福感既存在直接的负向预测作用, 也通过内群体情感认同和群体地位感的中介发挥间接性的积极作用; 歧视知觉对群体幸福感只存在间接的消极影响, 内群体情感认同和群体地位感在其中发挥完全中介作用。这表明, 内群体情感认同和群体地位感在流动儿童歧视知觉与幸福感之间的中介效应受到归属需要的调节影响。     

Social Identification and a Solution to Social Dilemmas

The study explored whether cooperation could be promoted by identification with an in-group. A game was used to create two groups independent of each other. Thirty-six Japanese undergraduate students participated in the game, followed by a social dilemma game. Analysis revealed a two-factor structure of social identification: identification with the group and identification with its members. As predicted from social identity theory, subjects showed a significantly higher level of cooperation when the dilemma game was played with in-group members than with out-group members. Furthermore, identification with the group affected both in-group bias and cooperative behavior in the social dilemma game, but this effect was not found for identification with members.     

Comparison of Traditional, Step-Ahead, and Peer Mentoring on Protégés' Support, Satisfaction, and Perceptions of Career Success: A Social Exchange Perspective

This study applied social exchange theory as a conceptual framework to examine the effectiveness of various types of mentors and mentor support on protégés' satisfaction with their mentors, jobs, and perceived career success. Participants were 142 ethnically diverse protégés in informal mentoring relationships. It was found that role modeling, reciprocity, and vocational support predicted protégés' satisfaction with their mentors. Vocational support was a significant predictor of protégés' job satisfaction and perceived career success. Protégés were more satisfied with, had higher job satisfaction, and reported that traditional mentors provided significantly more vocational and role modeling support than peer or step-ahead mentors.     

Perceivers' responses to in-group and out-group members who blame a negative outcome on discrimination

The authors extend recent research concerning the social costs of claiming discrimination by examining men's and women's responses to in-group and out-group targets who either blamed a failing grade on discrimination or answer quality. Although participants generally responded more negatively to targets who blamed discrimination, rather than answer quality, dislike was greatest and gender group identification was lowest when participants evaluated an in-group target. Moreover, an in-group target who claimed discrimination was perceived as avoiding personal responsibility for outcomes to a greater extent than was a similar out-group target. Perceptions that the target avoided outcome responsibility by claiming discrimination were shown to mediate the relationship between attribution type and dislike of the in-group target. The authors discuss their results in terms of intragroup processes and suggest that social costs may especially accrue for in-group members when claiming discrimination has implications for the in-group's social identity.     

Children's Cooperation at School: The Comparative Influences of Teacher Responsiveness and the Children's Home-Based Behavior

Examined the school social interactions of 33 child-teacher dyads who volunteered to participate in a 1-hr classroom observation. Observers coded child compliance, aggregate measures of the children's responsiveness and negativity, and the teachers' responsiveness to the children. In addition, observers coded the same three child behaviors in 1-hr observation sessions in the children's homes. Based on a state-trait model of social behavior, correlational analyses were used to predict the children's school behavior using measures of the children's home behavior and teacher responsiveness. Results showed that teachers' responsiveness covaried with children's responsiveness and negativity, and the children's home behavior also accounted for significant variance in their school behavior. When these home and school predictors were compared, teachers' responsiveness accounted for most of the variance in the children's classroom negativity, but children's home responsiveness was the better predictor of their responsiveness in the classroom. The findings were discussed within a state-trait model of children's social behavior.     

Association of pupil vandalism, bullying and truancy with teachers' absence due to illness: a multilevel analysis

The aim of this study was to examine whether vandalism, bullying, and truancy among pupils at school are associated with absence due to illness among teachers. Data on such problem behaviour of 17,033 pupils in 90 schools were linked to absence records of 2364 teachers. Pupil reported vandalism and bullying at the school-level were associated with teachers' short-term (1- to 3-day) absences. Cumulative exposure to various forms of pupils' problem behaviour was associated with even higher rates of short-term absences among teachers. No association was found between pupils' problem behaviour and teachers' long-term (>3-day) absences. In conclusion, there seems to be a link between pupils' problem behaviour and teachers' short-term absence due to illness. Further work should determine whether problem behaviour is a cause or a consequence of absences or whether the association is noncausal.     

小学教师集体效能及其对自我效能功能的调节

通过对28所小学1299名教师的问卷调查,作者主要探讨了教师集体效能在解释学校间教师心理特征各方面差异时的重要性,及其对自我效能预测功能的调节作用。多层分析结果表明,（1）教师自我效能对教师心理特征各方面的表现有显著的预测作用,这一预测作用存在学校间的差异;（2）教师集体效能高的学校,教师的工作满意度、内在动机、工作投入、同事关系满意度平均较高,离职倾向较低;（3）教师集体效能对自我效能与工作满意度等心理特征各方面的关系有显著调节作用,集体效能高的学校,自我效能对教师心理特征诸方面表现的预测力较强     

Linkages of School Structural and Socioenvironmental Characteristics to Parental Satisfaction With Public Education and Student Academic Achievement

This study examined school climate's relation to the sociodemographic composition of the school student population, school structural characteristics, parental involvement, classroom support in learning, parental satisfaction with public education, and student academic achievement all together at one time in a sample of 122 elementary schools. Parental satisfaction was best predicted by parental perceptions of a safe school and positive climate, followed by the school's informing parents of their child's educational progress and empowering parents. Student performance on a standardized achievement was best predicted by the percentage of students in the Free and Reduced Meals program, parental perceptions of a safe school, and parental involvement. Study results are discussed in terms of two general levels (school and classroom) and types (task support and interpersonal support) of the school's social environment.