Towards a conceptual and empirical differentiation between workplace bullying and interpersonal conflict

This study investigates the defining features that distinguish workplace bullying from interpersonal conflict – being frequency, negative social behaviour, power imbalance, length and perceived intent – by contrasting the characteristics of conflict incidents in a group of workplace bullying victims versus a group of non-victims. A group of 47 victims and 62 non-victims were identified based on a questionnaire time 1 and time 2 (time lag of 6 months). The conflict incidents were assessed between time 1 and time 2 using an event-based diary study that was filled out for a period of two times 20 working days with a break of 4 months in between. Hierarchical linear modelling (HLM) showed that conflict incidents differed for victims versus non-victims, in line with the defining aspects of workplace bullying: victims’ conflict incidents related more to the work context and included more personal and work-related negative social behaviour. Victims perceived more inferiority and less control in the conflicts, indicated more continuation of previous conflict incidents and reported more negative intentions from their opponent. These findings validate the conceptual differentiation between interpersonal conflict and workplace bullying, while at the same time adhering to their related nature.     

Effects of social identity salience on motivational orientation and conflict strategies in intergenerational conflict

With the upsurge of older adults still working, the labour force is becoming increasingly diverse in age. Age diversity in an organisation can increase the likelihood of intergenerational conflict. The present study aims to integrate the dual concern model and social identity theory to explain the underlying mechanisms of intergenerational conflict by examining the effects of social identity salience on motivational orientation and conflict strategies. A 2 (subgroup identity salience: low vs. high younger/older group membership) × 2 (superordinate identity salience: low vs. high organisational group membership) factorial design with a structured questionnaire on motivational orientation and conflict strategies in relation to a hypothetical work conflict scenario was implemented among 220 postgraduate university students in Hong Kong. Results revealed that subgroup and superordinate identities had a combined influence on conflict strategies but not in motivational orientation. Subgroup and superordinate identification promoted integrating and compromising strategies, superordinate identification promoted obliging strategy, subgroup identification promoted dominating strategy and no identification promoted avoiding strategy. Age did not moderate these relationships. This study contributes to the development of the integrated model of conflict.     

恶意报复还是认同驱动?新员工的角色社会化程度对其职场排斥行为的作用机制

以往关于职场排斥形成机制的研究, 主要是基于冲突-报复的视角, 验证了人际冲突对职场排斥具有稳定的预测作用, 而这个解释逻辑很可能对新员工并不适用。本文基于角色认同理论, 考察新员工的角色社会化程度对其职场排斥行为的作用机制。通过对多阶段收集的249对新员工上下级匹配问卷分析发现, 在控制了经典的冲突报复机制之后, 角色认同机制能够解释新员工的职场排斥行为。具体来说, 结果显示：(1)新员工的角色社会化程度负向影响其职场排斥行为; (2)工作疏离感在新员工的角色社会化程度与职场排斥行为之间起中介作用; (3)发展性反馈在新员工的角色社会化程度与工作疏离感的关系中起调节作用; 进一步, (4)发展性反馈调节了工作疏离感对角色社会化程度-职场排斥行为关系的中介作用。本研究结果不仅从理论上拓展了职场排斥行为的研究视角, 为以后的进一步研究提供新的理论框架, 而且从角色认同的视角为组织管理新员工的职场排斥行为提供新思路。     

Social identity complexity and immigrants' attitude toward the host nation: the intersection of ethnic and religious group identification

Social identity complexity refers to individual differences in the interrelationships among multiple ingroup identities. The present research conducted in the Netherlands examines social identity complexity in relation to Muslim immigrants' national identification and the attitude toward the host majority. Three studies are reported that focused on the interrelationship between ethnicity and religion and examined social identity complexity in different ways. Study 1 showed that lower social identity complexity is associated with lower national identification. Studies 2 and 3 examined the interaction between ethnic and religious group identification. For Muslim identifiers, higher ethnic identification was related to lower national identification and higher ingroup bias (Studies 2) and lower endorsement of national liberal practices (Study 3). In contrast, for those who did not strongly identify with Muslims, higher ethnic identification was associated with higher national identification, stronger endorsement of Dutch liberal practices, and more positive stereotypes about the Dutch outgroup (Study 3).     

Entitativity and social identity complexity: The relationship between group characteristics and personal characteristics on group identification

The current study extends previous works on group identification by focusing on how social identity complexity and entitativity interact to impact group identification. The purpose of the current study is to test the hypothesis that people with a simple social identity identify more strongly with a highly entitative group and people with complex social identity identify more strongly with a group low in entitativity. Participants’ social identity complexity and entitativity about a group were manipulated, and with that group was measured. Results demonstrated that participants primed with a simple social identity identified more strongly with a more highly entitative group, whereas identification with the high and low entitativity groups did not differ for participants primed with a complex social identity.     

人际冲突中失望的个人效应及冲突类型的调节作用

通过两个计算机情景模拟实验, 分别采用“保证游戏”与“最后通牒博弈”范式, 考察了人际冲突中失望的个体对于威胁评价与冲突行为的影响。在此基础上进一步探讨了冲突类型对人际冲突中失望个人效应的调节作用。结果发现：(1)失望个体相比无情绪个体的威胁评价更高, 冲突行为更多。(2)冲突类型影响处于失望状态的个体的威胁评价, 即价值观冲突中失望个体的威胁评价要高于利益冲突中失望个体的威胁评价; 但是冲突类型并不影响失望个体的冲突行为。     

National glorification and attachment differentially predict support for intergroup conflict resolution: Scrutinizing cross-country generalizability

Research on national identity distinguishes between national glorification and attachment. We tested whether glorification and attachment differentially predicted support for military and diplomatic conflict resolution strategies (CRS) in response to international conflicts. Using data collected in seven countries (Australia, United States, United Kingdom, France, Germany, Israel, China; total N = 1784), we investigated whether glorification and attachment can be equivalently measured (using tests of measurement invariance) and whether their relationships with CRS were generalizable across countries. The results revealed metric, but not scalar, measurement invariance of the two-factor structure of national identification across six countries, excluding China. Among these six countries, glorification predicted more support for military CRS, whereas attachment predicted more support for diplomatic CRS. Our study is novel in scrutinizing the cross-cultural generalizability of the bi-dimensional model of national identification. Implications for studying national identification and intergroup conflict cross-culturally are discussed.     

目标与非目标身份特征的范畴间差异对多身份追踪的促进作用

以数字和字母为实验材料, 考察了多身份追踪任务中目标与非目标的身份特征范畴性差异对目标追踪与身份识别的影响, 并探讨了其可能的认知加工机制。实验1A让被试追踪5个目标, 并操作目标与非目标的身份特征从无差异(目标与非目标为相同的数字)、范畴内差异(目标与非目标为各不相同的数字)到范畴间差异(目标为各不相同的数字, 非目标为各不相同的字母)变化, 发现随着目标与非目标差异水平的提高, 追踪正确率也显著提高。实验1B通过变化追踪目标数量为4和5操作追踪负荷, 发现中等负荷条件下(目标数量为5)实验结果与实验1A相同, 即目标与非目标身份特征的范畴内差异和范畴间差异均可促进追踪表现。实验2考察了目标与非目标身份特征的范畴间差异水平对追踪表现与身份识别的影响。结果发现随着范畴间差异水平的提高, 被试的追踪表现与身份识别表现都得到了显著提高, 但身份识别表现低于追踪表现。对可能解释以上现象的工作记忆理论、分组理论以及多身份追踪模型进行了分析讨论。     

Gender/ed identities: an overview of our current work as child psychotherapists in the Gender Identity Development Service

Abstract

This paper is adapted from a presentation first given at the 2017 Association of Child Psychotherapists (ACP) Conference. We hope to give a feel of our work as psychoanalytic child psychotherapists working in a Tier 4 national assessment service for gender variant children and connect with our colleagues working therapeutically with these families in Child and Adolescent Mental Health Services (CAMHS) and other settings. Gender variance does not have a single cause, or straightforward developmental pathway; rather it is a complex interplay of multiple factors, akin to sexuality in the diverse manifestations and ‘tributaries’ taken. This paper is given as a plea for complexity, to counter the current intense focus on gender identity and the consequent reductionism this can lead to. To this end, three case studies from the clinic, taken from Under Five, Latency and Adolescent phases of development, are explored. The complexity of the cases is then discussed, followed by parallel issues of development, divergence and difference. These three ‘average’ cases from the Gender Identity Development Services (GIDS) serve to demonstrate the need for child psychotherapy as part of multi-disciplinary thinking about gender variance and how attention must be maintained to each unique story and process of identity development; as well as our clinical task to establish and encourage depressive functioning and secondary processes where possible.     

Inclusiveness of identification among farmers in The Netherlands and Galicia (Spain)

In this paper we discuss inclusiveness of identification among farmers in Galicia (Spain) and The Netherlands. Identification with three nested categories—farmers in the local community, farmers in the country, and farmers in Europe was assessed among 167 Dutch and 248 Galician farmers at three points in time: winter of 1993/94, winter 1995 and fall 1995. Our findings suggest that inclusiveness reduces the level of identification. However, the observed patterns of identification were more complex than inclusiveness per se can account for. Borrowing from the common ingroup‐identity model, functional and socialization models of identity formation, and a model of politicized collective identity we formulated hypotheses about patterns of identification that were to be expected. On the whole our findings supported our theoretical reasoning. Galician farmers appear to identify much less with farmers in their country and Europe than Dutch farmers do. Inclusiveness of identification appears to be linked to experience with national and supranational political institutions. More political knowledge and involvement appear to generate more inclusive patterns of identification. Among Galician farmers evaluation of the agricultural policy of the European Union is negatively related to identification with farmers in Europe, among Dutch farmers the two are positively related. Finally, more inclusive identities seem to be more politicized. Copyright © 2004 John Wiley & Sons, Ltd.     

Voicing conflict: preferred conflict strategies among incremental and entity theorists

The way individuals choose to handle their feelings during interpersonal conflicts has important consequences for relationship outcomes. In this article, the authors predict and find evidence that people's implicit theory of personality is an important predictor of conflict behavior following a relationship transgression. Incremental theorists, who believe personality can change and improve, were likely to voice their displeasure with others openly and constructively during conflicts. Entity theorists, who believe personality is fundamentally fixed, were less likely to voice their dissatisfactions directly. These patterns were observed in both a retrospective study of conflict in dating relationships (Study 1) and a prospective study of daily conflict experiences (Study 2). Study 2 revealed that the divergence between incremental and entity theorists was increasingly pronounced as conflicts increased in severity: the higher the stakes the stronger the effect.     

自我表现还是自我防卫？职场负面八卦对八卦目标行为策略的影响机制

基于社会认知自我调节理论,本研究探讨了职场负面八卦对八卦目标行为的影响机制。对214份员工和领导配对问卷的分析结果表明：羞愧在关于自身的职场负面八卦和印象管理、职场排斥之间起中介作用;关于同事的职场负面八卦对羞愧的中介效应起到调节作用,关于同事的职场负面八卦越弱,关于自身的职场负面八卦通过羞愧对印象管理及职场排斥的预测更加明显。     

Conflict resolution and procedural fairness in Japanese work organizations

Abstract: The purpose of this study was to examine short‐term and long‐term effects of perceived fairness, and to examine relational factors’ effects of procedural fairness in organizational conflicts between employees and supervisors among the Japanese. We asked 154 Japanese employees working in companies to rate their perception of conflicts as well as attitudes towards their own companies. We found that both perception of procedural and distributive fairness produced short‐term effects (satisfaction with outcome of conflicts) and long‐term effects (positive organizational attitudes). Perceived procedural fairness was increased by appropriate treatment of the supervisors, but our prediction that this effect would be moderated by the employees’ identification with organizations was not supported.     

Politics,lack of career progress,and work/home conflict: Stress and strain for working women

This study examines the stress experienced by working women in terms of politics, lack of career progress, and work/home conflicts, the symptoms of distress and satisfaction associated with these stressors, and the organizational resources available for managing these demands. Subjects were 195 female personnel professionals. A different pattern of results emerged for politics and lack of career progress in contrast to work/home conflicts. Specifically, politics and lack of career progress were associated with greater strain symptoms and reduced satisfaction, and organizational resources were associated with lower levels of these stressors. Work/home conflicts were associated with greater strain symptoms, but were unrelated to satisfaction and organizational resources. This suggests that organizations identify the most effective targets of their resources to achieve beneficial results.     

What We Share Is Who We Are and What We Do: How Emotional Intimacy Shapes Organizational Identification and Collaborative Behaviors

We focus on the concept of emotional intimacy among organizational members and investigate its influence on both their (a) perceptions and (b) behaviors. With regard to employees’ perceptions, we test whether it is organizational identification (operationalized as cognitive and affective identification with the organization) that influences emotional intimacy or the reverse. At the behavioral level, we investigate the interplay between employee emotional intimacy and organizational identification and their effects on employee interpersonal helping (OCB-Is; interpersonal organizational citizenship behaviors) and interpersonal conflict (CWB-Is; interpersonal counterproductive workplace behaviors). Based on a three-wave panel study among nurses working in a public hospital, our findings show that emotional intimacy influences organizational identification, and it represents a unique antecedent of OCB-Is and CWB-Is.     

With or without you: The paradoxical role of identification in predicting joint and ingroup collective action in intergroup conflict

While we have a rich understanding of the motivations of disadvantaged group members to act collectively with their group, especially the important role played by identification, we know less about the disadvantaged's motivations to engage in joint action with the advantaged. This research examines the role of identification in predicting joint and ingroup collective action in intergroup conflicts. Since joint action inherently diffuses the perception of “us versus them”, we propose that identification predicts ingroup action, but not joint action. We also examine conflict intensity as a moderator, and examine how changing identification is linked to change in support for joint action. We test these hypotheses in a three-wave longitudinal study in the Palestinian–Israeli conflict. Results support our hypotheses, demonstrating that identification positively predicts ingroup action but not necessarily joint action, and that when conflict intensifies, changes in identification are negatively related to joint action with outgroup members.     

Social identity and the transition to entrepreneurship: The role of group identification with workplace peers

What role does social identity play in the transition from employed work to entrepreneurship? It was expected that social identity affects the cognitive processes that, according to the theory of planned behavior (TPB), underlie the formation of entrepreneurial intentions. Focusing on academic scientists' intentions to commercialize research knowledge, we investigated social identity (scientists' group identification with their workplace peers in academia) as a moderator in the TPB model. Our hypotheses were tested in a sample of 488 German scientists. The data revealed that entrepreneurial intentions were predicted by attitude, social norms, and perceived control and that group identification was negatively associated with perceived control. Multi-group structural equation modeling further showed that group identification moderated the TPB-intention link. Scientists with low group identification based their entrepreneurial intentions not so much on social norms and attitudes but on their self-initiative and control beliefs. Among scientists with high group identification, in turn, entrepreneurial intentions were mainly a function of social norms. These results, in sum, illustrate the long-neglected importance of identification with, and social cohesion within, peer groups at the workplace for the transition to entrepreneurship.     

Pathways to prejudice and outgroup hostility: Group alignment and intergroup conflict among football fans

How do different forms of group alignment influence our attitudes toward outgroups? To answer this, the current fieldwork study explored how identification and identity fusion differentially impact outgroup anxiety, prejudice, and hostility toward rival football fan supporter groups in Australia. The community participants (N = 100) were members of two active fan groups who had experienced a history of intergroup tensions. The findings from the full path model confirmed that the predictor group alignment variables of identification and fusion were correlated, and the two outcome variables of outgroup prejudice and hostility were correlated, as predicted. The findings also revealed that fusion with one's club predicted outgroup hostility, but not prejudice, whereas identification with one's club predicted outgroup prejudice, but not hostility. Additionally, outgroup anxiety was found to significantly mediate the relationship between ingroup identification and outgroup prejudice, whereas a similar relationship was not found for fusion. These findings highlight the differential impact of group alignment (i.e., identification and identity fusion) on social constructs of outgroup anxiety, prejudice, and hostility. Empirically, this is the first study to demonstrate the workings of these distinct group alignment pathways in an applied setting involving hard-core football fans. We discuss the broader implications of these findings for a fuller understanding of the drivers of intergroup tensions and conflict.     

Brief Report: Promoting Postformal Thinking on the Job: A Protocol for Interpersonal Conflict Resolution Training

In this paper, we discuss the relevance of training in the constructive resolution of interpersonal conflicts that occur at work. Research indicates that such conflicts may be a source of stress for adults, particularly young adults who have just entered the workforce. We present a training protocol in constructive conflict resolution that has been adapted for application to work-related conflicts. Most conflict resolution training protocols for use in the workplace focus on resolving company-wide problems. We do not know of any that focus on individual conflicts between employees, while emphasizing skills that may offer some benefits for the development of postformal thinking. Postformal thinking has been postulated as relevant to becoming an expert in one’s chosen profession. We present this protocol to stimulate ideas on how to further develop and refine training efforts for working adults in conflict resolution.     

Task conflict effect in task switching

A part of action preparation is deciding what the relevant task is. This task-decision process is conceptually separate from response selection. To show this, the authors manipulated task conflict in a spatial task-switching paradigm, using conflict stimuli that appeared during trials with univalent targets (affording 1 task). The conflict stimuli afforded task identity because they were used as task cues with bivalent targets (affording 2 tasks) that were intermixed with the univalent targets. Thus, for univalent targets, irrelevant stimuli either caused low task conflict or high task conflict. In three experiments, the authors found poorer performance in high task conflict trials than in low task conflict trials. Task conflict was introduced during target appearance (Experiment 1) or task preparation (Experiments 2 and 3). In the latter case, the task conflict effect decreased with increasing task preparation time showing that task preparation involves task decision.