When different means bad or merely worse. How minimal and maximal goals affect ingroup projection and outgroup attitudes

Group members tend to perceive their ingroup relative to an outgroup as more prototypical for a common superordinate group because they project features of their ingroup onto the superordinate group. As a consequence, the ingroup is perceived as more positive than the outgroup (Mummendey & Wenzel, 1999). We extend the ingroup projection model by examining different types of ingroup goals: minimal and maximal goals as well as actual and ideal goals. Minimal goals should engender either‐or thinking and lead to more ingroup projection compared with maximal goals that should involve more nuanced thinking. Ingroup prototypicality in terms of ideal goals (e.g., what we ideally should strive for) was expected to show a stronger relation to outgroup attitudes than ingroup prototypicality in terms of actual goals (e.g., what we are actually striving for). We manipulated minimal and maximal goal orientation and assessed actual and ideal goals. Across two studies, relative ingroup prototypicality was higher in the minimal compared with the maximal goal condition. Moreover, ingroup prototypicality referring to ideal goals showed a stronger relation to outgroup evaluation than ingroup prototypicality referring to actual goals. Copyright © 2012 John Wiley & Sons, Ltd.     

Further Experience with the Practice Integration Profile: A Measure of Behavioral Health and Primary Care Integration

Valid measures of behavioral health integration have the potential to enable comparisons of various models of integration, contribute to the overall development of high-quality care, and evaluate outcomes that are strategically aligned with standard improvement efforts. The Practice Integration Profile has proven to discriminate among clinic types and integration efforts. We continued the validation of the measure’s internal consistency, intra-rater consistency, and inter-rater consistency with a separate and larger sample from a broader array of practices. We found that the Practice Integration Profile demonstrated a high level of internal consistency, suggesting empirically sound measurement of independent attributes of integration, and high reliability over time. The Practice Integration Profile provides internally consistent and interpretable results and can serve as both a quality improvement and health services research tool.

     

The relationship between acculturation preferences and prejudice: Longitudinal evidence from majority and minority groups in three European countries

A longitudinal field survey tested the reciprocal effects of acculturation preferences and prejudice among ethnic minorities and majorities. Data were collected at two points in time from 512 members of ethnic minorities and 1143 majority members in Germany, Belgium and England. Path analyses yielded not only the lagged effects of prejudice on acculturation preferences but also the reverse for both majority and minority members. The mutual longitudinal effects between prejudice and desire for culture maintenance were negative, and the mutual effects between prejudice and desire for culture adoption were positive for majority members. The reverse was the case for minority participants. Moreover, the two acculturation dimensions interacted in their effect on prejudice for majority participants but not for minority participants. The effect of desire for culture adoption on prejudice was moderated by perceived intergroup similarity. Theoretical and practical implications of the findings are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Guns,Impulsive Angry Behavior,and Mental Disorders: Results from the National Comorbidity Survey Replication (NCS-R)

Analyses from the National Comorbidity Study Replication provide the first nationally representative estimates of the co-occurrence of impulsive angry behavior and possessing or carrying a gun among adults with and without certain mental disorders and demographic characteristics. The study found that a large number of individuals in the United States self-report patterns of impulsive angry behavior and also possess firearms at home (8.9%) or carry guns outside the home (1.5%). These data document associations of numerous common mental disorders and combinations of angry behavior with gun access. Because only a small proportion of persons with this risky combination have ever been involuntarily hospitalized for a mental health problem, most will not be subject to existing mental health-related legal restrictions on firearms resulting from a history of involuntary commitment. Excluding a large proportion of the general population from gun possession is also not likely to be feasible. Behavioral risk-based approaches to firearms restriction, such as expanding the definition of gun-prohibited persons to include those with violent misdemeanor convictions and multiple DUI convictions, could be a more effective public health policy to prevent gun violence in the population. Copyright © 2015 John Wiley & Sons, Ltd.     

Managing one's social identity: Successful and unsuccessful identity management

This work explores the motivational dynamics of social identity management. Following social identity theory, we hypothesized that a threat to a positive social identity elicits specific negative emotions (i.e., outgroup‐directed anger) and motivates identity management. Successful identity management restores a positive social identity and decreases outgroup‐directed anger. However, when a successful identity management is blocked (e.g., because of limited cognitive resources), identity management will be unsuccessful and outgroup‐directed anger will remain at a higher level. This effect of unsuccessful identity management on outgroup‐directed anger should be particularly strong for group members who highly value their group (i.e., high group‐based self‐esteem). A negative comparison outcome is discrepant with these group members' positive view of the ingroup, and therefore, unsuccessful identity management should especially elicit negative emotions (i.e., anger) towards the threatening outgroup. Two studies tested these predictions. Study 1 (N = 110) showed that participants' outgroup‐directed anger increased when threatened under cognitive load. Study 2 (N = 99) demonstrated that this was particularly true for participants high in group‐based self‐esteem. The results' implications for research on the motivational processes underlying social identity management are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Cognitive versus Non‐Cognitive Individual Differences and the Dynamics of Career Success

We examine the effects of cognitive and non‐cognitive individual differences on the dynamics of career success (i.e. pay, occupational status) by comparing temporal changes in the validities of two measures of personality—Core Self Evaluations and the Big Five personality dimensions—to temporal changes in the validities of two standard intelligence tests. The main finding of two studies based on large representative samples is that the validity of intelligence clearly increases over time, whereas the validity of personality tends to be stable, indicating that intelligence, but not personality, drives career success.