Rotten apple or rotten barrel? Social identity and children's responses to bullying

Recent research has suggested that bullying behaviour may be understood as a group process, where those involved act in ways predicted by social identity theory ( Ojala & Nesdale, 2004 ). One relevant phenomenon is the black sheep effect, whereby individuals evaluate deviant members of their in‐group more negatively than that of an out‐group. To examine this process, a study was conducted (N = 60) in which 10‐ and 11‐year‐old children were randomly assigned to a high‐status, peripheral or irrelevant group. They were then read a scenario in which a member of the high‐status group bullied a person outside the group and was supported by other high‐status group members. It was found that assigned group membership affected judgements of the acceptability of the bullying behaviour and the likeability of both (a) the high‐status group and (b) the high‐status group member. Specifically, evidence of a black sheep effect meant that high‐status group members showed less liking for the high‐status group member than for the high‐status group, and believed that this member deserved greater punishment than the high‐status group as a whole. Peripheral group members differentiated between the high‐status group member and the high‐status group in terms of liking but not punishment, while members of the irrelevant group did not make a distinction on either measure. Implications for the conceptualization of bullying are discussed.     

The Phenomenology and Intentionality of Emotion

Philosophical Studies -     

Dyadic Listening in Teams: Social Relations Model

Listening has powerful organizational consequences. However, studies of listening have typically focused on individual level processes. Alternatively, we hypothesized that perceptions of listening quality are inherently dyadic, positively reciprocated in dyads, and are correlated positively with intimacy, speaking ability, and helping-organizational-citizenship behavior, at the dyadic level. In two studies, teammates rated each other on listening and intimacy; in one, they also rated speaking ability, and helping-organizational-citizenship behavior, totaling 324 and 526 dyadic ratings, respectively. In both studies, social relations modeling suggested that the dyad level explained over 40 percent of the variance in both listening and intimacy, and yielded the predicted positive dyadic reciprocities. Furthermore, as predicted, listening perceptions correlated with intimacy, speaking ability, and helping behavior as reported by other workers, primarily at the dyadic level. Moreover, rating of listening, but not of speaking, by one dyad member, predicted intimacy reported by the other dyad member, and that intimacy, in turn, predicted helping-organizational-citizenship behavior. Counterintuitively, listening quality is more a product of the unique combination of employees than an individual difference construct. We conclude that perceived listening, but not perceived speaking, appears to be the glue that binds teammates to each other dyadically, and consequently affects helping.