The role of ethnic identity and self-construal in coping among African American and Caucasian American seventh graders: an exploratory analysis of within-group variance

Much coping research has been conducted comparing members of different ethnic groups using discrete racial classifications. However, the past two decades have seen the construct of ethnicity evolve into a complex variable that must be assessed in a more comprehensive way. This study explored how ethnicity, a discrete variable, and the continuous variables of a person's ethnic identity and self-construal contribute to the use of particular coping strategies across various situations. One hundred twelve seventh graders (67 African Americans and 45 Caucasian Americans) from three suburban middle schools completed questionnaires assessing ethnic identity, self-construal, and coping strategies for medical, test, and social criticism stressors. Results supported the hypothesis that ethnicity as a discrete variable is not associated with coping, but that ethnic identity and self-construal are. It was also found that high scores on the ethnic identity and self-construal scales were indicative of more positive psychological adjustment. Implications for future research and methodological considerations are discussed.     

Social aggression and power relations among preschool children

Social agonism and dominance relations were assessed in two preschool groups. An average of 30 hours of observational data was obtained for each group during free-play over a six-week period. A Social Agonism Inventory describing specific initiation and response behaviors during episodes of social conflict was used to code agonistic activity. Dyadic interactions were examined to determine whether the resolution of agonistic interactions conformed to a linear model of social dominance. Although there were group differences in the relative frequency of different forms of conflict, systematic comparison of agonistic wins and losses re vealed similarly rigid and linear dominance structures at both preschools. The relation of aggression and dominance was empirically examined by comparing the initiation and receipt of agonism by high vs low dominance status children. Higher dominance status children engaged in more agonistic interactions, but a majority of these interactions were directed toward other high-ranking group members.     

Inverse gender gap in Germany: social dominance orientation among men and women

Across cultures studies show that men score higher on social dominance orientation than women. This gender gap is considered invariant, but conflicting explanations are discussed: Some authors refer to evolutionary psychology and perceive the gender gap to be driven by sociobiological factors. Other authors argue that social roles or gender-stereotypical self-construals encouraged by intergroup comparisons are responsible for attitudinal gender difference. In Study 1 we analyzed sex differences in social dominance orientation in three German probability surveys (each n > 2300). Unexpectedly, the analyses yielded an inverse gender gap with higher values for social dominance orientation in women than in men. Interactions with age, education, political conservatism, and perceived inequity indicated that the inverse gender gap can be mainly attributed to older, conservative, (and less educated) respondents, and those who feel they get their deserved share. In Study 2 we replicated the well-known gender gap with men scoring higher than women in social dominance orientation among German students. Results are interpreted on the basis of biocultural interaction, which integrates the sociobiological, social role, and self-construal perspectives. Our unusual findings seem to reflect a struggle for status by members of low-status groups who consider group-based hierarchy the most promising option to improve their status. While younger women take advantage of a relational, feminine self-construal that leads to lower social dominance orientation in young women than in young men, older women are supposed to profit from an agentic self-construal that results in stronger social dominance orientation values. Specific characteristics of the culture in Germany seem to promote this strategy. Here, we discuss the female ideal of the national socialist period and the agentic female social role in the post-war era necessitated by the absence of men.     

Social identification and permeability of group boundaries

Two experiments were conducted to investigate some of the factors affecting social identification. In Experiment 1 ingroup identification was measured for subjects who were members of high or low status groups with either permeable or impermeable boundaries, and who received high, average or low ability feedback. The main results are that (1) members of high status groups show more ingroup identification than members of low status groups (2) members of low status groups with permeable boundaries identify less with their group than members of low status groups with impermeable boundaries and (3) in low status groups ingroup identification decreases as group members have higher individual ability. In Experiment 2, in addition to manipulating group status and individual ability, permeability was further differentiated into separate possibilities for upward and downward mobility. The most important results of Experiment 2 are that (1) members of high status groups show more ingroup identification than members of low status groups and (2) group members with high individual ability identify less with their group when upward mobility is possible than when upward mobility is not possible. These results are discussed in relation to social identity theory.     

社会支持缓解高互依自我个体的急性心理应激反应

高互依自我构念个体以社会角色来定义自己, 更看重自己的社会关系; 社会评价威胁是诱发个体社会心理应激反应的重要情境因素, 然而高互依自我构念个体在心理性应激情境中是否会表现出更高的应激反应, 以及社会支持是否会缓解高互依自我构念个体的急性心理应激反应还不可知。本研究以特里尔社会应激测试为范式, 以主观应激报告、心率和唾液皮质醇作为应激指标, 使用自我构念问卷测量个体互依自我构念水平, 将健康大学生被试随机分配到自我支持启动组和社会支持启动组。结果发现, 互依自我构念水平正向预测个体在应激情境中的皮质醇水平增加量; 同时, 相比于自我支持启动, 高互依自我构念的个体在经历社会支持后有更低的唾液皮质醇变化量。研究结果提示, 社会支持对高互依自我构念个体的急性心理应激反应起到了良好的缓解作用。     

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.     

The Effects of Social Identity on the Self-Set Goals and Task Performance of High and Low Self-Esteem Individuals

Social identification with co-workers was examined as a moderator of the frequently inscrutable link between worker self-esteem and goal setting. Weak or strong social identity was created in groups comprised of either high or low self-esteem persons. As expected, strengthening social identity increased perceived similarity to ingroup members regardless of self-esteem. Furthermore, only high self-esteem individuals with a strong social identity set higher goals for themselves, and achieved better performance, compared to high esteem/weak identity individuals or low self-esteem persons in either social identity condition. Increments in the goals and performance of high self-esteem individuals were associated with perceived similarity to ingroup members, and performance was attributed to personal ability. In contrast, the goals and performance of low self-esteem individuals were associated with certainty of goal achievement, and performance was attributed to perceptions of task difficulty. Asymmetrical effects of social identification are discussed in relation to group member personalities.     

Cultural mediators of self-reported social anxiety

East Asians generally endorse higher social anxiety than do Westerners. Widely used measures of social anxiety, however, may not account for different social values across cultures. Drawing from Korean (n=251) and Euro-Canadian (n=250) community samples, this study used a cross-sectional design to examine the relationship between ratings of social anxiety and beliefs and self-views typically found in East Asian cultures. Results indicated that independent self-construal and identity consistency, views of the self that are typically associated with Western cultures, fully mediate the ethnic difference on self-reported social anxiety. Moreover, two indicators of East Asian views of the self in social contexts (interdependent self-construal and self-criticism) were partial mediators. Overall, the data suggest conceptualizations of pathological social anxiety may need to be revised to be useful for studying individuals in East Asian cultures.     

Self-construal,affective valence of the encounter,and quality of social interactions: Within and cross-culture examination

In two samples, one from Greece and another from Germany, we examined relationships between self-construal, emotional experience, and the quality of social interactions. In Greece, a more collectivistic culture, the negative affect people experienced in social interactions was more weakly related to the quality of social interactions for those higher in interdependent self-construal than it was for those lower in interdependent self-construal. In Germany, a more independent culture, a contrasting pattern was observed such that the positive affect people experienced in social interaction was more strongly related to the quality of social interactions for those higher in independent self-construal than it was for those lower in independent self-construal. These findings suggest that positive and negative affect in social encounters can have different effects for persons with independent and interdependent cultural orientations within different cultural settings.     

Social comparison, self-stereotyping, and gender differences in self-construals

Four studies examined gender differences in self-construals and the role of social comparison in generating these differences. Consistent with previous research, Study 1 (N=461) showed that women define themselves as higher in relational interdependence than men, and men define themselves as higher in independence/agency than women. Study 2 (N=301) showed that within-gender social comparison decreases gender differences in self-construals relative to a control condition, whereas between-genders comparison increases gender differences on both relational interdependence and independence/agency. Studies 3 (N=169) and 4 (N=278) confirmed these findings and showed that changing self-construal changes gender differences in social dominance orientation. Across the 4 studies, strong evidence for the role of in-group stereotyping as mediator of the effect of gender on self-construal was observed on the relational dimension but not on the agentic dimension.     

Organizational identification and leader evaluation in a global workplace: Interaction of self-uncertainty,self-construal,and organizational culture

Past studies in social psychology, and in organizational psychology, have incorporated social identity theory but have not specifically examined the effects of self-construal and self-uncertainty on an individual's organizational identification. Through two social psychology experiments, the present research advances the literature by studying the effects of three predictor variables (self-construal, self-uncertainty, and organizational culture) on the criterion variables of identification with the organization, commitment to the organization, extra-role behaviors (Study 1), and leader evaluations (Study 2). Study 1 (N = 256) found that participants evaluated a self-inclusive organization more favorably when it possessed a relational (as opposed to nonrelational) organizational culture. This effect was, as predicted, moderated by self-uncertainty such that it was significantly stronger under high rather than low self-uncertainty. Study 2 (N = 336) examined the same criterion variables as the previous study but with the addition of leader evaluation. It was found that interdependent participants identified with and were more committed to their organization. Participants with an interdependent self-construal and high levels of self-uncertainty rated their leader more favorably when in a relational (as opposed to nonrelational) organization. Additionally, a significant three-way interaction between the predictors was explored. Future research directions and wider implications for strengthening employee identification and leader evaluations in organizations are discussed.     

On feeling understood and feeling well: The role of interdependence

The present research examined whether people feel happier and healthier when they feel more understood in daily social interactions. A two-week diary study showed that people reported greater life satisfaction and fewer physical symptoms on days in which they felt more understood by others. Moreover, we found that individuals who tend to see themselves in relations to others (i.e., women or those scored high on interdependent self-construal measure) showed a stronger association between daily felt understanding and daily life satisfaction or physical symptoms. These findings demonstrate that daily social experiences, such as felt understanding, are associated with daily well-being, particularly for individuals with greater interdependent self-construal.     

How Social Dominance Orientation Affects Union Participation: The Role of Union Identification and Perceived Union Instrumentality

Bridging social dominance theory and labour studies, this field study investigated the mechanisms underpinning the relationship between rejection of group‐based domination and participation in union activities. Respondents (N = 135) were members of a public sector union in California, that is, a hierarchy‐attenuating institution. Results revealed that union identification mediated the negative relationship between social dominance orientation and active union participation. Moreover, the mediational effect of union identification was moderated by perceived union instrumentality (i.e. outcome‐ and process‐based benefits afforded by the union), indicating that the relationship between union identification and participation was stronger among those union members who consider that the union affects workplace justice. The findings reveal the importance of both identity‐based and instrumental motivations underlying union participation. The novelty of applying social dominance theory to union behaviour is underscored. Copyright © 2012 John Wiley & Sons, Ltd.     

负面评价恐惧对社交焦虑的影响:基于社交焦虑的认知行为模型

在社交焦虑认知行为模型的理论视角下，本研究拟探讨负面评价恐惧、不确定性容忍度和依赖型自我构念对社交焦虑的影响及其作用机制。以424名大学生为被试，使用问卷调查法的研究结果表明：（1）负面评价恐惧对社交焦虑有显著预测作用，且不确定性容忍度在这一关系中的中介作用显著；（2）不确定性容忍度的间接效应受到依赖型自我构念的调节。具体而言，该中介效应在高依赖型自我构念群体中更为显著。本研究结果不仅有助于揭示负面评价恐惧对社交焦虑的影响及其作用机制，而且对社交焦虑的预防和干预也有一定的理论和实践指导价值。     

Category membership moderates the inhibition of social identities

Although all people belong to a multitude of different social categories and occupy various social roles, the mechanism(s) through which people manage such a complex and potentially incoherent self-concept is not well understood. We report a study showing that excitatory and inhibitory processes act in tandem to keep potentially conflicting self-categorizations from simultaneously occurring. Specifically, when members of the fraternity/sorority system activated their “Greek” identities, the mental representation of their normatively conflicting identity as university students was inhibited below baseline. Importantly, participants who were non-members of the Greek system, although equally familiar with the relevant stereotypes, did not show this pattern of inhibition, indicating that it is only when one experiences conflict between two relevant social categories that such inhibitory processes are engaged.     

Relational self-construal moderates the effect of social support on life satisfaction

While social support is associated with a host of important physical and psychological benefits, these effects are not always straightforward. Still, the moderating factors that might underlie individual differences in reactions to social support are not well-understood. In the current studies, we examined individual differences in relational self-construal in the typically positive relationship between social support and life satisfaction. In Study 1 (N = 79) relational self-construal moderated the relationship between social support and life satisfaction such that social support was especially beneficial for those with high relational self-construal. We replicated this effect in Study 2 (N = 284), and also found that social support was especially important for individuals with high relational self-construal in the context of high feelings of stress. These studies suggest that social support has differently gauged effects on life satisfaction depending on an individual’s relational self-construal.     

Effective leadership in salient groups: revisiting leader-member exchange theory from the perspective of the social identity theory of leadership

Two studies compared leader-member exchange (LMX) theory and the social identity theory of leadership. Study 1 surveyed 439 employees of organizations in Wales, measuring work group salience, leader-member relations, and perceived leadership effectiveness. Study 2 surveyed 128 members of organizations in India, measuring identification not salience and also individualism/collectivism. Both studies provided good support for social identity predictions. Depersonalized leader-member relations were associated with greater leadership effectiveness among high-than low-salient groups (Study 1) and among high than low identifiers (Study 2). Personalized leadership effectiveness was less affected by salience (Study 1) and unaffected by identification (Study 2). Low-salience groups preferred personalized leadership more than did high-salience groups (Study 1). Low identifiers showed no preference but high identifiers preferred depersonalized leadership (Study 2). In Study 2, collectivists did not prefer depersonalized as opposed to personalized leadership, whereas individualists did, probably because collectivists focus more on the relational self.     

Costs and benefits of political ideology: The case of economic self-stereotyping and stereotype threat

Across two experiments, the cognitive salience of a stigmatized ingroup identity harmed self-evaluation and elicited stereotype-consistent behavior to the degree that participants endorsed the political status quo. In Experiment 1, ethnic identity salience caused Filipina domestic workers in Hong Kong to evaluate their own labor as meriting less pay if they were high in social dominance orientation but more pay if they were low in social dominance orientation. In Experiment 2, gender identity salience caused women in the US to evaluate their work on a logic task (but not a verbal task) as meriting less pay if they were politically conservative but more pay if they were politically liberal—a pattern mirrored in task performance. Depending on the degree to which the political status quo is accepted or rejected, findings suggest that members of stigmatized groups can be either implicit participants in their own subjugation or agents of change.     

Social dominance and interpersonal power: Asymmetrical relationships within hierarchy‐enhancing and hierarchy‐attenuating work environments

We studied whether high‐social dominant employees sustain hierarchies in different hierarchy‐enhancing and hierarchy‐attenuating organizations endorsing harsh and soft power tactics. We found that social dominance orientation was positively associated with harsh power tactics, and negatively associated with soft power tactics. Employees higher in social dominance orientation endorsed harsh and opposed to soft power tactics as respectively hierarchy‐enhancing and hierarchy‐attenuating legitimizing myths that promote a dominant‐submissive form of intergroup relationships. We also found that supervisors higher in social dominance, due to their dominant position, strongly opposed soft power tactics more than subordinates did. Amongst high‐social dominant employees in the hierarchy‐attenuating (vs. hierarchy‐enhancing) organization, we observed the strongest opposition to soft power tactics, which are the tactics most shared in an organization which tends to attenuate hierarchies.     

"I" Value Freedom, But "We" Value Relationships: Self-Construal Priming Mirrors Cultural Differences in Judgment

The distinction between relatively independent versus interdependent self-construals has been strongly associated with several important cultural differences in social behavior. The current studies examined the causal role of self-construal by investigating whether priming independent or interdependent self-construals within a culture could result in differences in psychological worldview that mirror those traditionally found between cultures. In Experiment 1, European-American participants primed with interdependence displayed shifts toward more collectivist social values and judgments that were mediated by corresponding shifts in self-construal. In Experiment 2, this effect was extended by priming students from the United States and Hong Kong with primes that were consistent and inconsistent with their predominant cultural worldview. Students who received the inconsistent primes were more strongly affected than those who received the consistent primes, and thus shifted self-construal, and corresponding values, to a greater degree.