Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1

Many of the problems associated with cultural diversity in organizations stem from individuals' tendencies to categorize their social environment into “us” and “them.” We present the results of a field study (N = 1111) showing that diversity climate—an organizational climate characterized by openness toward and appreciation of diversity—may be the key to reducing these problems. The results show that diversity climate is positively related to cultural identity for majority members, and to organizational identity for minority members. In organizations with a strong diversity climate, both majority and minority members identify with the organization and their cultural groups simultaneously, thus displaying a dual identity. Diversity climate is positively related to job‐related outcomes for both groups, but particularly for minority members.     

INTEGRATING ERRORS INTO THE TRAINING PROCESS: THE FUNCTION OF ERROR MANAGEMENT INSTRUCTIONS AND THE ROLE OF GOAL ORIENTATION

Error management training explicitly allows participants to make errors. We examined the effects of error management instructions ("rules of thumb" designed to reduce the negative emotional effects of errors), goal orientation (learning goal, prove goal, and avoidance goal orientations) and attribute x treatment interactions on performance. A randomized experiment with 87 participants consisting of 3 training procedures for learning to work with a computer program was conducted: (a) error training with error management instructions, (b) error training without error management instructions; and (c) a group that was prevented from making errors. Results showed that short-and medium-term performance (near and far transfer) was superior for participants of the error training that included error management instructions, compared with the two other training conditions. Thus, error management instructions were crucial for the high performance effects of error training. Prove and avoidance goal orientation interacted with training conditions.     

Normative evaluations and frequency expectations regarding positive versus negative outcome allocations between groups

Data from several recent studies consistently show a positive–negative asymmetry in social discrimination: within a minimal social situation tendencies towards ingroup favouritism which usually appear in allocations of positively valenced resources are absent in the domain of negatively valenced stimuli. The present study investigates whether this valence-asymmetry has any correspondence to variations in normative evaluations of positive versus negative outcome allocations. For this purpose perceptions of normative appropriateness as well as frequency expectations of outside observers regarding outcome allocations made by categorized group members were investigated. Results show that parity choices were perceived as more normatively appropriate than out- or ingroup favouritism. While outgroup favouritism was judged as inappropriate as ingroup favouritism for positive resources, ingroup favouring decisions for negative resources were perceived as the least appropriate response within the minimal social situation. In addition, in contrast to results of St. Claire and Turner (1982) non-categorized subjects expected ingroup favouring decisions by group members more frequently than parity or outgroup favouring choices with respect to positively valanced resources. When, however, negative resources were to be allocated, outgroup favouritism was predominantly expected. Results are discussed in terms of justice considerations and are linked to a normative account of the positive--negative asymmetry in social discrimination. © 1997 John Wiley & Sons, Ltd.     

When we hurt the ones we love: Predicting violence against women from men's mate retention

Mate retention behaviors are designed to solve several adaptive problems such as deterring a partner's infidelity and preventing defection from the mating relationship. Although many mate retention behaviors appear to be innocuous romantic gestures (e.g., displaying resources, giving flowers), some may be harbingers of violence. We investigated the associations between male mate retention and violence against women in romantic relationships. In Study 1, 461 men reported their use of mate retention behaviors and separately completed instruments designed to assess violence in their relationships. Study 2 assessed 560 women's reports of their partners’ mate retention behaviors and the degree to which their partners used violence against them. As predicted, and across both studies, men's use of particular mate retention behaviors was related positively to female‐directed violence. Study 3 secured 2 separate data sources—husbands’ reports of their mate retention and wives’ reports of their husbands’ violence in a sample of 214 individuals forming 107 couples. The results corroborated those of Studies 1 and 2, with particular male mate retention behaviors predicting violence against romantic partners. The general discussion outlines future directions for research that are likely to result in a more comprehensive understanding of partner violence against women.     

BEYOND FIELDS,NETWORKS, AND FAME: LAWRENCE KRADER AS AN “OUTSIDER” INTELLECTUAL

This paper investigates the intellectual biography of the American philosopher and anthropologist Lawrence Krader (1919–1998) as a contribution to the sociology of intellectuals and history of ideas. We trace Krader's career trajectory to his intellectual self‐concept, his scholarly and political worldviews, and his financial independence. Krader entertained a self‐concept of a lone pioneer that led him to reject the competition for attention as highlighted in the current literature, dominated as it is by an emphasis on field, habitus, the accumulation and reproduction of power, and symbolic capital. His self‐concept and his happier financial circumstance kept him relatively aloof from key intellectual networks and narrow institutional constraints. Our paper seeks to combine the new sociology of ideas with its focus on institutions and networks with traditional Wissenssoziologie that emphasized the role of class, status, and worldviews to explain the rise and fall of theories and thinkers.