From I: A/M to “Who am I?”—Aggregation/Massification and Trauma-Based Affects and Object Relations in Groups: A Response to Earl Hopper

Hopper's portrayal of the fourth basic assumption of Incohesion: Aggregation/Massification has two components: (1) a revision of Turquet's theory of BA Oneness to incorporate the polarity of aggregation and massification stemming from annihilation anxiety; and (2) a conception of the difficult patient as having an encapsulated psychosis. Hopper's theory of the encapsulated psychosis offers an important but incomplete perspective in explaining borderline and narcissistic pathology, as well as psychological trauma. In this response to Hopper, I suggest that the fourth assumption is in fact a still more primitive state of boundary opening and closing. I also see a need to differentiate trauma as such from borderline pathology, and further hold that the relationship between Hopper's British Independent theory and trauma theories based on dissociation needs to be clarified.     

Self Psychology, Dreams and Group Psychotherapy: Working in the Playspace

This paper presents one leadership style within a self-psychological approach to working with dreams in group psychotherapy. It stresses an empathic attunement, the creation of safety, and an experience-near playful relationship. Playful is not used lightly here. It is used in the spirit of Winnicott's intermediate space where a mother suspends questions of what is real or not real and what is me and not me. Freud's analogy to a playspace forms a metaphor for the creation of a special atmosphere in a group, or for that matter in individual work as well, that encourages exploration, risk taking, and vulnerability. Working with dreams in this playspace deepens the curative process, not only for the dreamer, but for the entire group.     

The Deep Structure of Group Life: Unconscious Dimensions

There is a reconsideration and renaissance of interest in expanded conceptions of unconscious processes as they affect individuals and groups (Grotstein, 1999). Recent focus on social unconscious (Hopper, 1996) and cultural unconscious processes (Henderson, 1988) and the nature of intersubjectivity (Harwood and Pines, 1998) raise questions about the location of group analysis. This paper considers the deep structure of group life by examining four functions of the unconscious: repressive, conservative, creative, and mythopoetic (Ellenberger, 1970). On an individual level of analysis, these functions are equated respectively with formative ideas about the: personal–subjective, social–political, intersubjective–cultural and collective–objective unconscious. Group level analogs, as they develop and affect groups and their members, are explored as synthetic, shared, symbolicy and synchronous unconscious processes.     

Social Dominance and Social Identity in the United States and Israel: Ingroup Favoritism or Outgroup Derogation?

American and Israeli university students completed questionnaires in their native languages assessing ingroup identification, social dominance orientation (SDO), and ingroup and outgroup affect. The interrelationships among the variables were examined for high- and low-status groups in three intergroup contexts: whites and Latinos in the United States, Ashkenazim and Mizrachim in Israel, and Jews and Arabs in Israel. Theoretical predictions of social identity theory and social dominance theory were tested. Results indicated that for all high- and low-status groups, stronger ingroup identification was associated with more positive ingroup affect, and for nearly all groups, higher SDO was associated with more negative affect toward the low-status group. In addition, SDO was positively associated with ingroup identification for all high-status groups, and negatively associated with ingroup identification for almost all low-status groups. Explanations for cross-cultural differences in the factors driving group affect are suggested, and theoretical refinements are proposed that accommodate them.     

Course of Treatment During a Cohort-Based Inpatient Program for Posttraumatic Stress Disorder

This study examined one group of veterans with post-traumatic stress disorder (PTSD) over the course of a four month inpatient treatment program. The aim of the study was to examine treatment process factors that may contribute to the generally poor outcome reported in previous studies. Group members made weekly ratings in the domains of PTSD symptoms, morale, interpersonal relationships, and physical problems. Results contrasted with clinical assumptions usually made regarding the treatment process in these programs. Despite an appearance of cohesion among group members, variation of scores on functional domains was explained largely by individual differences. Progress through the program showed a strongly linear pattern, with no phase effects. Somatic complaints did not increase during the phase when traumatic material was explored. Degree of improvement or worsening was best predicted by level of PTSD symptoms at admission, indicating that more symptomatic veterans did worse in the program. Additional factors of race, combat exposure, childhood abuse, and application for disability had no effect on the process variables measured.     

Improving staff nutritional practices in community-based group homes: evaluation, training, and management.

We evaluated the effectiveness of a staff training and management package on nutritional practices in two community-based group homes serving adults with developmental disabilities. Food storage, menu development, and meal preparation were trained in a multiple baseline format, followed by supervisor feedback. All staff behaviors increased after training and were maintained for up to 1 year. Biological indices reflected collateral improvements in the health of consumers, and surveys of staff and parents established social validity.     

Robust Improvements on Reasoning Performance Following Discussion in Japan

Group discussion significantly improves performance on intellective problems. However, most experiments have been conducted in Western cultures. Cross‐cultural psychology suggests that members of Eastern cultures might be less likely to benefit from group discussion. One experiment in Japan suggested that this was not the case, but this experiment suffered from some limitations. To address these limitations, Japanese participants were asked to solve an intellective task four times: individually (pre‐test), in small discussion groups (test), individually again (transfer task, post‐test), and individually after a delay (delayed post‐test). The results revealed a robust improvement during group discussion. Groups in which at least one member had found the correct answer individually agreed on it during the discussion. Moreover, and in contrast with results obtained in Western cultures, most groups with no such member also found the correct answer. The gains obtained during discussion were maintained in the transfer tasks. This result provides further evidence that the improvement of reasoning performance in group discussion is a universal phenomenon, and provides support for the practice of collaborative learning in Japan.     

Minority representation,tokenism, and well-being in army units

Racial and ethnic diversity is increasing in the US Army and women are moving into more combat roles. This puts minority soldiers at risk for being underrepresented in their work units. Tokenism theory predicts that when a work group has less than 15% representation in a social group, the numerically underrepresented minority (i.e., token) members are subject to three disadvantages: higher visibility, informal isolation, and role encapsulation. In the Army, where many companies contain small numbers of women and racial minorities, some soldiers may face additional stressors and constraints. We explored psychosocial, organizational, and health outcomes of all identifiable token women (N = 4,425) and Black soldiers (N = 5,040). Tokens were remarkably similar to non-tokens and majority soldiers on outcomes such as coping skills, adaptability, organizational trust, sleep, substance use, and pain. The intersection of token status in terms of race and gender was not related to any appreciable differences. One potential explanation is the shared Army culture that emphasizes group unity and the importance of the mission above individual characteristics and goals. The Army depends on cohesion, organizational identification, and commitment to the group in order to reduce stress and anxiety, and to maximize combat performance. For soldiers who have internalized this culture, it could be easier to see past individual differences such as gender and race and identify others in the unit as fellow soldiers primarily.     

“In‐Group Love” and “Out‐Group Hate” in Repeated Interaction Between Groups

Costly individual participation in intergroup conflict can be motivated by “in‐group love”—a cooperative motivation to help the in‐group, by “out‐group hate”—an aggressive or competitive motivation to hurt the out‐group, or both. This study employed a recently developed game paradigm (Halevy, Bornstein, & Sagiv, 2008) designed specifically to distinguish between these two motives. The game was played repeatedly between two groups with three players in each group. In addition, we manipulated the payoff structure of the interaction that preceded the game such that half of the groups experienced peaceful coexistence and the other half experienced heightened conflict prior to the game. Enabling group members to express in‐group love independently of out‐group hate significantly reduced intergroup conflict. Group members strongly preferred to cooperate within their group, rather than to compete against the out‐group for relative standing, even in the condition in which the repeated game was preceded by conflict. Although both “in‐group love” and “out‐group hate” somewhat diminished as the game continued (as players became more selfish), choices indicative of the former motivation were significantly more frequent than choices indicative of the latter throughout the interaction. We discuss the implications of these findings for conflict resolution. Copyright © 2011 John Wiley & Sons, Ltd.     

Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance

Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N = 146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team’s composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity’s effects.