Developing the social identity theory of leadership: Leader agency in leader group prototypicality

The social identity theory of leadership is a unique perspective in leadership research in capturing how responses to leadership are informed by how the leader is perceived through the lens of the group identity shared by leaders and followers. I review the theory in broad strokes to make the case that a particularly valuable future development of the theory is to complement the theory's emphasis on group member (follower) perceptions of leader group prototypicality, the extent to which the leader is perceived to embody the group identity, with theory and evidence speaking to leader agency in influencing such perceptions.     

Procedural fairness and self-esteem

We argue that people's self-esteem is affected by the fairness of procedures to which they are subjected; unfair treatment will lower self-esteem. Moreover, since this influence on self-esteem is presumably due to the implicit evaluation expressed by the choice of procedure and hence by the evaluation expressed by the person implementing the procedure, people's concern with the fairness of treatment will be focused on the interactional aspects of the procedure. In two experiments designed to test these hypotheses subjects received either a high or a low grade on an ability test on the basis of either fair or unfair grading procedures. The results of Experiment 1 indicated that subjects' self-esteem was lower after unfair treatment, and this influence was only apparent when subjects received high test feedback. Additionally, ratings of the fairness of the interaction were lower following unfair grading procedures. Experiment 2 also manipulated level of involvement with the test. Self-esteem was affected by procedural fairness and procedural fairness influenced perceived fairness of the interaction only in the high involvement condition.     

Differences in occupational stress in three European countries

In this study, the reliabilities of the Dutch translation of the Occupational Stress Inventory, which is based on the theory of Cooper (Cooper & Marshall, 1976), was investigated. The sample comprised 436 nurses. A comparison is made of the individual and job satisfaction stress levels of Dutch and British nurses (N = 546), and of British managers (N =123) and German managers (N =133). The differences in the reliabilities of the Dutch version, compared to the British and German, are small. The differences between the stress and satisfaction scores are found to be greater between occupational groups than between nations.     

PACHIQ-R: the Parent-Child Interaction Questionnaire--revised

The PACHIQ (Parent-Child Interaction Questionnaire) is designed to help clinicians and researchers assess how parents view relationship with their children (PACHIQ-Parent version), and how children evaluate their relationship with their parents (PACHIQ-Child version). The items in this questionnaire refer to both interpersonal behavior and feelings. Conceptually, the PACHIQ is based on learning theory and structural systems theory. The development of the PACHIQ was described by Lange, Blonk and Wiers (1998). The present article reports additional psychometric data obtained in the development and validation of a revised, shorter version of the questionnaire (PACHIQ-R). We present norm tables for families with children who are referred for psychological treatment, and norm tables for families in the normal Dutch population. The PACHIQ-R displays a two-factor structure with factors interpreted as Conflict Resolution and Acceptance. The parent version of the PACHIQ-R contains 21 items, the child version 25 items.     

How a group goal may reduce social matching in group performance: shifts in standards for determining a fair contribution of effort

The authors investigated whether the presence of a specific group goal would reduce social matching (i.e., matching one's own performance to the performance expected from others) by serving as an alternative standard. As predicted, when there was no specific goal, the participants matched their own performance to the performance expected from other group members. When there was a specific group goal, the women no longer engaged in social matching, although that effect did not emerge among the men. Instead, the women's mean personal performance was close to the performance level representing an equal share of the group goal. Moreover, the participants' perceptions of a fair contribution mediated the performance of the men and the women, both in the presence and in the absence of a goal.     

Leader self-sacrifice and leadership effectiveness: the moderating role of leader prototypicality

Self-sacrificing behavior of the leader and the extent to which the leader is representative of the group (i.e., group prototypical) are proposed to interact to influence leadership effectiveness. The authors expected self-sacrificing leaders to be considered more effective and to be able to push subordinates to a higher performance level than non-self-sacrificing leaders, and these effects were expected to be more pronounced for less prototypical leaders than for more prototypical leaders. The results of a laboratory experiment showed that, as expected, productivity levels, effectiveness ratings, and perceived leader group-orientedness and charisma were positively affected by leader self-sacrifice, especially when leader prototypicality was low. The main results were replicated in a scenario experiment and 2 surveys.     

Work group diversity and group performance: an integrative model and research agenda

Research on the relationship between work group diversity and performance has yielded inconsistent results. To address this problem, the authors propose the categorization-elaboration model (CEM), which reconceptualizes and integrates information/decision making and social categorization perspectives on work-group diversity and performance. The CEM incorporates mediator and moderator variables that typically have been ignored in diversity research and incorporates the view that information/decision making and social categorization processes interact such that intergroup biases flowing from social categorization disrupt the elaboration (in-depth processing) of task-relevant information and perspectives. In addition, the authors propose that attempts to link the positive and negative effects of diversity to specific types of diversity should be abandoned in favor of the assumption that all dimensions of diversity may have positive as well as negative effects. The ways in which these propositions may set the agenda for future research in diversity are discussed.     

Pain coping and social support as predictors of long-term functional disability and pain in early rheumatoid arthritis

Pain-related avoidance factors and social resources, as assessed by pain coping and social support, are supposed to have lasting effects on functional disability and pain in chronic pain disorders. As a follow-up to a prospective study demonstrating short-term effects after one year (Behaviour Research and Therapy, 36, 179-193, 1998), the role of pain coping and social support at the time of diagnosis was investigated in relationship to the long-term course of functional disability and pain after three and five years in 78 patients with rheumatoid arthritis (RA), taking into account personality characteristics of neuroticism and extraversion, clinical status and use of medication. In line with findings at the one-year follow-up, results showed that more passive pain coping predicted functional disability at the three-year, but not the five-year follow-up. In addition, low levels of social support at the time of diagnosis consistently predicted both functional disability and pain at the three and five-year follow-ups. Results indicate that pain coping and social support, assessed very early in the disease process, can affect long-term functional disability and pain in RA, and suggest that early interventions focusing on pain-related avoidance factors and social resources for patients at risk may beneficially influence long-term outcomes in RA.     

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.     

License to sin: Self‐licensing as a mechanism underlying hedonic consumption

Hedonic overconsumption is often considered to be caused by impulsive factors. The current paper investigates whether self‐licensing, relying on reasons to justify subsequent gratification, can also be included as a significant contributor to hedonic consumption. Two studies were conducted to investigate whether self‐licensing can account for an increase in hedonic consumption while ruling out impulsive factors such as resource depletion, negative affect, and visceral state as alternative explanations. A pilot study indicated that perceiving oneself as having invested greater effort and thus having a self‐licensing cue did not lead to a decline in self‐control capacity compared with not having a self‐licensing cue. The main study employed the same procedure and established that having a licensing cue did lead to increased snack intake while controlling for impulsive factors. Together, these studies support the notion that self‐licensing is a separate mechanism leading to hedonic gratification independent of impulsive factors. Copyright © 2011 John Wiley & Sons, Ltd.