Reactions to group success and failure as a function of identification level: a test of the goal-transformation hypothesis in social dilemmas

This study examined the combined effects of identification level, social value orientation, and feedback on contributions in a public goods dilemma. Previous research has shown that strengthening group identity promotes cooperation. One explanation for this finding is that a strong group identity transforms people's motives from the personal to the collective level (the goal transformation hypothesis). Evidence for this hypothesis can be found in studies showing that a strong sense of group identity influences proselfs, relative to prosocials, to make larger contributions. In this experiment, we demonstrated that these findings are restricted to situations in which no feedback about a group's performance is provided. When performance feedback is provided, a strong group identity cancels the effects of individual differences in social value orientations. In particular, when a group fails, contributions increase if group identity is salient, but decrease if personal identity is salient, regardless of a person's social value orientation. But when a group succeeds, no differences between group and personal identity are found. These results are discussed in terms of the goal transformation hypothesis.     

The effects of incorrect pain expectations on acquired fear and pain responses

Previous experimental research on the effects of incorrect intensity expectations of aversive events can be criticized because intensity expectations were not manipulated independently from changes in objective intensity. The present study aims at investigating the effects of incorrect intensity expectations on the immediate and later responses to a painful stimulus, and on the acquisition of anticipatory responses, with proper experimental control. Subjects (n = 62) received 20 painful stimuli of varying intensity. In the control group intensities were correctly signalled on all trials by an analogue signal. On 3 trials the signal was too large in the overprediction condition, and too small in the underestimation condition. Underpredicted painful experiences were related to subsequent higher pain responses on the physiological level, but not on the subjective level; and to increased anticipatory responses (increased pain expectations, uncertainty, subjective fear, skin conductance responses). Skin conductance level also indicated increased fear after underpredicted experiences. Overpredicted painful experiences were related to a faster decrease in subjective fear compared to the control group, but did not influence other variables. The findings support the notion that underpredictions contribute to the acquistion of fear and disrupt habituation processes. The asymmetrical processing of the two kinds of incorrectly predicted experiences is discussed.     

Cross‐cultural differences in object recognition: Comparing asylum seekers from Sub‐Saharan Africa and a matched Western European control group

Nowadays, more and more people report about their memories in cross‐cultural contexts. In international criminal settings and asylum procedures, object recognition tests can provide valuable information, for example, about weapons used during a crime or landmarks from the claimed region of origin. This study was the first to compare object recognition performance by asylum seekers from Sub‐Saharan Africa to a matched Western European control group. African participants performed worse than European participants on perceptual tests involving transformations from two‐ to three‐dimensional representations, but both groups performed equally well on an object recognition test that involved transformation from three‐ to two‐dimensional representations. However, African participants were significantly more likely to respond “yes” on the recognition test (i.e., an acquiescence response style) than European participants. Our findings elucidate cultural differences in responding on an object recognition test. Judges, juries, and immigration officials would be wise to take these differences into account when evaluating recognition performance in cross‐cultural contexts.     

Increased conspiracy beliefs among ethnic and Muslim minorities

In the present study, we tested whether Muslim minority members are more susceptible to conspiracy theories than majority members in the Netherlands. We examined conspiracy theories that are relevant (portraying the Muslim community as victim or Jewish people as perpetrators) and irrelevant for participants' Muslim identity (about the 2007 financial crisis, and other theories such as that the moon landings were fake). Results revealed that Muslims believed both identity‐relevant and irrelevant conspiracy theories more strongly than non‐Muslims. These differences could not be attributed to the contents of Muslim faith: Ethnic minority status exerted similar effects independent of Muslim identity. Instead, evidence suggested that feelings of both personal and group‐based deprivation independently contribute to belief in conspiracy theories. We conclude that feelings of deprivation lead marginalized minority members to perceive the social and political system as rigged, stimulating belief in both identity‐relevant and irrelevant conspiracy theories.     

Investigating metrical and structural aspects of visual completion: Priming versus searching

Earlier research on visual occlusion showed some flexibility in the formation of visual completions, as long as the structural aspects (e.g., symmetry) of the visible part of the partly occluded shape were preserved in the completion (de Wit & van Lier, ). In this study, we examined whether changing the overall size of the occluded shape would preserve the overall structure. In Experiment 1, using the primed‐matching paradigm, we found evidence for relative size invariance in the completion process. To investigate whether changes in the structural aspects of shape are generally more salient than those of size, we employed the same stimuli in visual search and change detection paradigms. Experiment 2 demonstrated effects of completion in both paradigms. Experiment 3 showed that the metrical aspects of the shapes used in Experiment 1 are nevertheless detected faster than the structural aspects under search conditions. Because the variation in structural aspects is not more salient than in metrical aspects, we conclude that for these shapes, visual completion is indeed size‐invariant. The relations between performances in the three paradigms are discussed.     

Heroic or hubristic? A componential approach to the relationship between perceived transformational leadership and leader–member exchanges

Using an interpersonal approach to self-perceptions, we broke down leaders’ self-perceptions of their transformational leadership behaviour into three components: a target effect (i.e., how leaders are perceived by followers), a perceiver effect (i.e., how leaders perceive followers), and a self-enhancement effect (i.e., idiosyncratic positivity bias in how leaders perceive themselves), and then examined the relationships between these components and the quality of exchanges between leaders and followers (LMX). In a survey study among 60 leaders with 286 followers, we found the target effect in leaders’ self-perceptions of their transformational leadership to be positively related to the quality of LMX, whereas the perceiver effect and self-enhancement effects were negatively associated with LMX. Follower extraversion intensified the positive role of the target effect and the negative role of the self-enhancement effect in the leader–follower exchanges.     

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.