Social identity and intergroup evaluative bias: Realistic categories and domain specific self-esteem in a conflict setting

Social identity theory predicts a link between self-esteem and intergroup discrimination. Previous research has failed to find consistent support for this prediction. Much of this research has, however, been beset by a number of methodological shortcomings. These shortcomings may have hindered attempts to discern a consistent relationship between self-esteem and intergroup discrimination. The current investigation sought to overcome these difficulties by utilizing, realistic groups, multidimensional measures of self-esteem and testing self-esteem before and after the manifestation of intergroup evaluative bias. The results demonstrate that when the members of realistic groups engage in evaluative intergroup bias, the esteem in which they hold specific self-images is enhanced. Of the 13 facets of self-esteem delineated by the instrument used in the present study significant increases were found in six particular domains: honesty, academic ability, verbal ability, physical appearance, religion and parental relations. Global self-esteem was unaffected by the display of bias. These findings emphasize the importance of using realistic groups and domain specific self-esteem when attempting to assess the role of self-esteem in intergroup discrimination.     

RELATIONS BETWEEN WORK GROUP CHARACTERISTICS AND EFFECTIVENESS: IMPLICATIONS FOR DESIGNING EFFECTIVE WORK GROUPS

Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design, interdependence, composition, context, and process. They contained 19 group characteristics which were assessed by employees and managers. Effectiveness criteria included productivity, employee satisfaction, and manager judgments. Data were collected from 391 employees, 70 managers, and archival records for 80 work groups in a financial organization. Results showed that all three effectiveness criteria were predicted by the characteristics, and nearly all characteristics predicted some of the effectiveness criteria. The job design and process themes were slightly more predictive than the interdependence, composition, and context themes. Implications for designing effective work groups were discussed, and a 54-item measure of the 19 characteristics was presented for future research.     

Effects of Public Speaking Trait Anxiety and Intensity of Speaking Task on Heart Rate During Performance

The extant research examining the relationship between public speaking trait anxiety and heart rate has produced mixed findings. Some studies observe only weak relationships, whereas others report significant relationships between these variables. H. J. Eysetick has maintained that the degree of relationship between traits and heart rate depends on the stress levels under which the respondents perform when heart rate data are collected. An inspection of the existing studies shows that, consistent with Eysenck's observation, the studies reporting relationships between public speaking trait anxiety and heart rate were conducted under relatively low-intensity conditions in comparison to those reporting no such relationships. In the present study, heart rates of both anxious and nonanxious speakers were measured under both high- and low-intensity conditions. Results indicated that (a) heart rates of anxious speakers were significantly higher than those of nonanxious speakers when both performed under low-intensity conditions, but (b) heart rates were not different for anxious and nonanxious speakers when performing in high-intensity environments. These results provide a reconciliation of the inconsistent research findings and partially support the extension of Eysenck's conceptualization to communication apprehension theory and research.