The context of intergroup belief cross wherein minority members maintain consistency: Belief minority and majority in a categorical in‐group and out‐group1

Abstract: The present study investigated the social conditions required for minority members to preserve their attitudinal and behavioral consistency in an intergroup context. In the experiment, intergroup belief crosses wherein a belief minority (or majority) in a categorical in‐group was reversed as a majority (or minority) in an out‐group were manipulated. It was hypothesized that individuals supported by the majority in the categorical in‐group would preserve their attitudes and behavioral intentions even though they were a minority in the categorical out‐group. The results supported the hypothesis. Specifically, members of a majority in the categorical in‐group had more consistent behavioral intentions and less attitude changes although they were located as a minority in the out‐group. In contrast, members of a minority within the in‐group preserved consistency on the basis of support from the majority in the out‐group. The theoretical implications of these results are discussed with reference to future research.     

Majority versus minority influence: when,not whether,source status instigates heuristic or systematic processing

Two experiments investigated the extent of message processing of a persuasive communication proposed by either a numerical majority or minority. Both experiments crossed source status (majority versus minority) with message quality (strong versus weak arguments) to determine which source condition is associated with systematic processing. The first experiment showed a reliable difference between strong and weak messages, indicating systematic processing had occurred, for a minority irrespective of message direction (pro‐ versus counter‐attitudinal), but not for a majority. The second experiment showed that message outcome moderates when a majority or a minority leads to systematic processing. When the message argued for a negative personal outcome, there was systematic processing only for the majority source; but when the message did not argue for a negative personal outcome, there was systematic processing only for the minority source. Thus one key moderator of whether a majority or minority source leads to message processing is whether the topic induces defensive processing motivated by self‐interest. Copyright © 2002 John Wiley & Sons, Ltd.     

Ethnocultural identification and naturally occurring interethnic social interactions: Muslim minorities in Europe

This study examined relationships between ethnic identification and ethnic minority members' interactions with majority group members. Members of Muslim minority groups, ethnic Turks and Moroccans in the Netherlands and Chechens in Poland, described the social interactions they had for two weeks using a variant of the Rochester Interaction Record (RIR). They also completed measures of ethnocultural identification that distinguished involvement with and attachment to their ethnic minority culture and to the majority culture. Relationships between ethnic identification and contact with the majority group varied as a function of the dimension and source of identification and the aspect of interaction (quantity or quality) being considered. Across the samples, involvement with the ethnic minority culture was negatively related to the quantity of contact with majority group members, whereas emotional attachment to the majority culture was positively related to the quality of interactions with majority group members. Attachment to the ethnic minority culture was not related to either the quantity of interaction with majority group members or to the quality of these interactions. These results suggest that when studying interethnic contact, it is important to distinguish different dimensions and sources of ethnic identification and different aspects of interethnic contact. Copyright © 2009 John Wiley & Sons, Ltd.     

Token Majority: The Work Attitudes of Male Flight Attendants

This study examined the work experiences of men, a traditional workplace majority, as minority members of a female-dominated occupation. We used tokenism and social categorization theories to propose and test a set of hypotheses that link token status (a less than 15% minority) with male flight attendants' work attitudes through intervening psychological and job factors. Survey data from a sample of 236 male and female flight attendants supported a model in which a negative relationship between token status and the work attitudes of job satisfaction and organizational attachment was mediated by low self-esteem, increased role ambiguity, and poor job fit. The uncovering of these previously unmeasured intervening variables strengthens theoretical connections between demography and work outcomes and suggests leverage points for improving the work attitudes of individuals in the minority.     

Minority status,access to information,and individual performance

With growing nationality diversity in organizations, the question under which circumstances differences in nationality background between team members affect individual performance increases in importance. Research showed that dissimilarity may negatively affect individual performance and that the status difference between nationality majority and nationality minority moderates this effect. We take this analysis an important step further by recognizing that not all nationality minorities are low status and propose that status differences among nationality minority groups influence the extent to which nationality minority background affects individual performance. We identify the elaboration of distributed information in the team as a mediator and process accountability as a moderator in this effect. Results of a multilevel team experiment in which we manipulated team nationality composition and process accountability supported our hypotheses, testifying to the value of status-based distinctions between minority groups in the study of relational demography effects. The mediating role of the elaboration of distributed information also provides an important bridge to team diversity research inviting further conceptual integration.     

Colorblind or colorful? How diversity approaches affect cultural majority and minority employees

We examined how perceived organizational diversity approaches (colorblindness and multiculturalism) relate to affective and productive work outcomes for cultural majority and minority employees. Using structural equation modeling on data collected in a panel study among 152 native Dutch majority and 77 non‐Western minority employees, we found that perceptions of a colorblind approach were most strongly related to work satisfaction and perceived innovation for majority members, while perceptions of a multicultural approach “worked best” for minority members. Moreover, these effects were fully mediated by the extent to which employees felt socially included in the organization. Thus, while inclusion is an important factor for both groups to enhance work outcomes, it is facilitated by different diversity approaches for majority and minority members.     

Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1

Many of the problems associated with cultural diversity in organizations stem from individuals' tendencies to categorize their social environment into “us” and “them.” We present the results of a field study (N = 1111) showing that diversity climate—an organizational climate characterized by openness toward and appreciation of diversity—may be the key to reducing these problems. The results show that diversity climate is positively related to cultural identity for majority members, and to organizational identity for minority members. In organizations with a strong diversity climate, both majority and minority members identify with the organization and their cultural groups simultaneously, thus displaying a dual identity. Diversity climate is positively related to job‐related outcomes for both groups, but particularly for minority members.     

Minority versus majority influence and uncertainty orientation: processing persuasive messages on the basis of situational expectancies

The authors examined the effects of uncertainty orientation on processing persuasive messages from minority sources versus majority sources. The authors gave participants a proattitudinal or counterattitudinal message that either a numerical majority or a numerical minority endorsed and that contained strong or weak arguments. In support of the hypothesis that was related to message scrutiny, uncertainty-oriented individuals engaged in greater message scrutiny when the Source-Position (i.e., minority/majority-pro/con) pairing was imbalanced (in majority-con, minority-pro conditions) than when it was balanced (in majority-pro, minority-con conditions). Certainty-oriented participants showed the opposite pattern, scrutinizing the message more when the situation was balanced than when the situation was imbalanced. Support for the hypothesis that was related to nonsystematic processing was less clear because the majority appeared to have played a greater role in accounting for the aforementioned interaction than did the minority. Additional analyses supported this interpretation. However, in all cases, individual differences in uncertainty orientation moderated strength and direction of information processing.     

Classroom ethnic diversity,teacher support,and peer victimization: Evidence from four European countries

We investigated how classroom ethnic diversity is associated with peer victimization, effects of ethnic minority/majority status, and if individual teacher support can buffer potentially negative effects of ethnic diversity. Using two theoretical perspectives (balance of power, ethnic competition), we hypothesized that (1) victimization is more prevalent at intermediate ethnic diversity and less prevalent at lower and higher ethnic diversity, (2) this curvilinear link is stronger for ethnic majority than minority students, and (3) peer victimization at intermediate levels of ethnic diversity is lower when teacher support is high. We conducted multilevel analyses based on the first wave of the Children of Immigrants Longitudinal Survey in Four European Countries (CILS4EU). The analytical sample included 17,882 students, nested in 882 classrooms. Although our hypotheses received no support, the findings showed that diversity was linked to less victimization for ethnic minority student. Teacher support was linked to less victimization for ethnic minority students at every level of classroom diversity but especially when diversity was low and to less victimization for ethnic majority students in classrooms with intermediate to high ethnic diversity. We discuss our findings in light the theoretical approaches and underscore the role of teachers as a protective resource.     

Diversity Science: Why and How Difference Makes a Difference

This article proposes that addressing the complex ethnic and racial issues of the 21st century will require a diversity science. A diversity science will consider how people create, interpret, and maintain group differences among individuals, as well as the psychological and societal consequences of these distinctions. A diversity science will recognize that these significant social distinctions (in the case of this article, race and ethnicity) are not simply natural, neutral, or abstract. Instead they are created and re-created in the process of everyday social interactions that are grounded in historically derived ideas and beliefs about difference and in a set of practices and institutions that reflect these ideas and beliefs and that therefore shape psychological experience and behavior. According to this “sociocultural” framework, psychological experience and behavior, in turn, reinforce particular cultural and structural realities. As an initial step toward a diversity science, this article reviews the roots and consequences of two examples of how to think about difference, color blindness and multiculturalism. Through this sociocultural lens, intergroup behaviors can be understood as more than just products of individual prejudice. This article also proposes that a comprehensive diversity science requires a critical examination of majority group perspectives, minority group perspectives, and their dynamic interaction beyond the typical Black–White binary. Such a diversity science has the potential to help meaningfully inform race-related policy.     

The phenomenology of minority–majority status: Effects on innovation in argument generation

In three experiments, we manipulated participants' perceived numerical status and compared the originality and creativity of arguments generated by members of numerical minorities and majorities. Independent judges, blind to experimental conditions, rated participants' written arguments. In Studies 1 and 2, we found that participants assigned to a numerical minority generated more original arguments when advocating their own position than did numerical majorities. In Study 3, an equal‐factions control group was included in the design, and all participants were instructed to argue for a counter‐attitudinal position. Those in the numerical minority generated more creative arguments than those in both the majority and equal‐factions conditions, but not stronger arguments. We propose cognitive and social processes that may underlie our obtained effects and discuss implications for minority influence research. Copyright © 2008 John Wiley & Sons, Ltd.     

Conversion and Attachment Insecurity Among Orthodox Jews

Radical conversion, which entails a sweeping transformation of existing meaning systems, is often precipitated by emotional distress. Nevertheless, although many individuals turn toward religion when distressed, few undertake total and radical conversions. Previous research suggests that insecurely attached individuals—who resemble James's disillusioned, doubting, and divided sick souls—may be particularly prone to radical conversions. Thus, the present research examined insecure parental attachment history and convert status among 122 Orthodox and 31 non-Orthodox Jews, hypothesizing that converts to and from Orthodox Judaism, who undertake an all-encompassing transformation of beliefs, behaviors, values, and life's purpose, would report greater insecurity in parental attachment history than nonconverts. Results indicate that converts report greater maternal and paternal insecurity, as compared to both nonconverts and those with intra-Orthodox religious change. Thus, further research examining insecure attachment, and associated religious stressors and doubts, may uncover some of the individual differences underlying radical conversions.     

Effects of in-group and out-group support on behavioral consistency: The majority and minority in the context of an intergroup belief cross

Abstract:   The present study investigated the social determinants required to stimulate consistency in minority members' attitudes and behavior. The experiment was designed to examine the consistency of individuals in the context of an intergroup belief cross wherein the majority belief (or minority) in a categorical in-group shifted to the minority (or majority) in the out-group. The results indicated that the members of a majority within an in-group consistently preserved their behavioral intentions and beliefs even though they were positioned as a minority within an out-group. That is, the minority members in the whole intergroup context maintained consistency diachronically as a result of support from the majority of their in-group. The theoretical implications on the consistency of minority members, such as whistle-blowers in companies, are discussed.     

Effects of Ethnic Diversity: The Position of Minority Workers in Two Dutch Organizations1

This research compares the position of workers of majority and minority ethnic backgrounds in two Dutch organizations (the police force and health care). Both quantitative and qualitative data were gathered. The data do not indicate a consistent difference between majority and minority workers on performance and well-being. This does not mean that they have the same experiences: Most minority workers are confronted with discrimination and negative expectations, and many are in a solo position. Their majority colleagues do not have to face these challenges. The diversity in the group is liked by most respondents, and they see a positive effect of ethnic diversity on the quality of their work. Research findings are compared with the findings of experimental research on ethnically diverse groups.     

Contributions of Family Relationship Factors to the Identity Formation Process

This study tested the proposition that family relationship variables would be related in predictable ways to ego identity status. The authors administered measures of parental attachment, psychological separation, and ego identity status to 174 students from a large northeastern state university. The results indicated that women who experience greater parental attitudinal dependence and attachment and a modest degree of conflictual independence from mother tend to evidence more identity foreclosure and identity achievement and less diffusion. In addition, women who experience some degree of attachment to mother and attitudinal independence from mother are most likely to avoid diffusion, foreclosure, and moratorium. Men who experience parental attitudinal independence are likely to be in the diffusion or moratorium statuses and not in the identity-achieved and foreclosure statuses.     

When do the stigmatized stigmatize? The ironic effects of being accountable to (perceived) majority group prejudice-expression norms

How do frequently stigmatized individuals feel about and respond to members of other potentially stigmatizable groups? Four studies demonstrated that perceptions of majority group norms regarding prejudice expression can shape how minority individuals respond to minority individuals from other groups. Study 1 revealed that Black and White men and women have somewhat different perceptions of Whites' norms regarding prejudice expression. Study 2 manipulated whether evaluations of Native American job candidates were to remain private or to be made public to unfamiliar Whites upon whom the evaluators were dependent: Black men used a strategy of publicly (but not privately) denigrating the minority target to conform to presumed prejudice-expression norms. Study 3, in which the authors explicitly manipulated prejudice-expression norms, and Study 4, in which they manipulated audience race, further supported the role of such norms in eliciting public discrimination against minority group members by other minority group members. The desire to avoid being targeted for discrimination, in conjunction with the perception that the majority endorses discrimination, appears to increase the likelihood that the often-stigmatized will stigmatize others.     

The effects of categorically based expectations on minority influence: the importance of congruence

The role of congruence and incongruence in diverse decision-making groups is examined by manipulating opinion agreement within and between members of different social categories. Congruence occurs when ingroup members agree with one another and outgroup members disagree, whereas incongruence occurs when an ingroup member disagrees with a majority composed of ingroup and outgroup members. The results of two studies, one using a scenario methodology and the second using simulated work teams with two ingroup members and one outgroup member, show that regardless of the task-relevance of salient differences, individuals respond most favorably when categorical and opinion differences are congruent. Study 1 examined individuals' emotional reactions and group efficacy. Study 2 examined group performance, the minority influence process, and efforts to maintain congruence. The findings suggest that outgroup minority opinion holders may be more influential in diverse group decision-making settings than ingroup minority opinion holders.     

Complicating marginalisation: the case of Mormon and nonreligious college students in a predominantly Mormon context

There is now compelling evidence that both nonreligious individuals and members of minority religions report feeling marginalised in the United States. However, to date, no one has explored whether a shift from minority status to majority status influences perceptions of marginalisation. In this paper, we explore whether Mormons, members of a minority religion in the USA who perceive marginalisation nationally, contribute to the marginalisation of other minority religious/nonreligious groups when they are the numerical majority. Using data from a survey fielded at a predominantly Mormon university in a predominantly Mormon community in the American West, our data suggest that nonreligious students in a predominantly Mormon context report significantly higher levels of perceived marginalisation. Our findings illustrate that minority status is an important determinant of perceived marginalisation and that numerical minority or majority status should be taken into consideration when examining perceptions of marginalisation.     

Practice paper 21st‐century consumer society

This paper looks at how society has changed over the past ten years in terms of individual values, aspirations and consumer behaviour patterns, and relates these to underlying demographic, economic, technological and social trends. It summarises findings of research undertaken by the Future Foundation. The research identifies six ‘I’ factors, which, together, help to explain the different ways in which individuals are choosing to take control over an increasing number of areas of their lives. The most prominent of these are the desire for and reality of independence; individuality—the growing politics of difference; the changing nature and sources of identity; and interconnectedness—access to and use of information. The others are interactivity and imagination. It concludes that High ‘I’ values, although realised by a minority today, are aspired to by the majority and that all the economic, technological and attitudinal conditions are ripe for the ‘iSociety’, as it is called, to flourish and develop substantially over the next decade. Copyright © 2001 Henry Stewart Publications.     

Divergence vs. ambivalence: effects of personal relevance on minority influence

According to the literature on social influence, a minority source can induce two main cognitive processes: validation and divergence. The aim of the present study was to determine if the two processes are jointly or alternatively activated. We hypothesized that the process stimulated by the minority source would be different according to the personal relevance of the issue for the participants. Specifically, we predicted that a minority would induce more validation (i.e. ambivalent thoughts about the issue) in the low relevance condition rather than in the high relevance condition. On the other hand, the minority would produce more divergence (i.e. alternative proposals) in the high relevance condition rather than in the low relevance condition. Two experiments in which the participants were exposed to a counter‐attitudinal message of a minority or a majority supported these predictions. Moreover, in Study 1 evidence has also been found that a minority source fosters more pertinent (but not more original) proposals in the high relevance condition rather than in the low relevance condition, whereas in Study 2 ambivalence (other than divergence) appeared to be correlated with, but not a significant mediator of, indirect influence. The implications of these findings for minority influence theory are discussed. Copyright © 2006 John Wiley & Sons, Ltd.