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.     

Repeated Self-Regulation and Asymmetric Hemispheric Activation

Numerous recent studies have investigated repeated self-regulation to uncover the processes involved in self-regulatory behavior over time. Results from most of these studies are consistent with a depletion process in which self-regulatory effectiveness declines over time due to resource depletion. The present research examined an additional factor that may also be involved in repeated self-regulatory exertion, namely, differential hemispheric activation. Five studies examined this issue, focusing on self-control tasks requiring avoidance or vigilance. Studies 1 to 3 indicated that these tasks resulted in greater relative right hemispheric activation. Studies 4 and 5 indicated that, consistent with this pattern of differential activation, initial vigilance self-control resulted in better subsequent performance on a spatial self-regulatory task but worse performance on a verbal self-regulatory task. These findings provide additional insight into the dynamics of self-regulatory behavior across tasks, suggesting the combination of tasks examined may influence the pattern of results obtained.     

Outcome interdependence shapes the effects of prevention focus on team processes and performance

Although the effects of regulatory focus on individual-level performance have often been studied, relatively little is yet known about team-level effects. Filling this void, we integrate the notion that promotion-focused individuals are concerned with progress and achievement, whereas prevention-focused individuals are concerned with security and vigilance, with the insight that team processes and performance depend on outcome interdependence (individual versus team rewards). The hypothesis that prevention-focused teams react more strongly than promotion-focused teams to differences in outcome interdependence was tested among 50 teams performing an interactive command-and-control simulation. Regulatory focus and outcome interdependence were both manipulated. The results showed that prevention-focused teams working for team rather than individual rewards reported higher work engagement and less error intolerance, coordinated more effectively, and performed better. Promotion-focused teams were not influenced by outcome interdependence. We discuss the implications of our results for theory and effective team management.     

Revisiting the mediating role of leader–member exchange in transformational leadership: the differential impact model

Transformational leadership (TFL) has been proposed as an essential antecedent of leader–member exchange (LMX), which in turn affects outcomes in organizations. We extend this mediation hypothesis in two ways by proposing a differential impact model, which we test on three organizational outcomes: employee job satisfaction, employee organizational commitment, and leader effectiveness. First, we extend LMX’s mediational impact—which has previously only been tested for employee outcomes—to leader effectiveness. Second, we argue that this mediation will be stronger for outcomes that are more proximal rather than distal to dyadic relations between leader and followers (high proximity: job satisfaction; medium proximity: organizational commitment; low proximity: leader effectiveness). Meta-analytic structural equation modelling based on 132 studies revealed that LMX mediates TFL’s relationships with employee outcomes (more strongly for job satisfaction than for commitment), but not with leader effectiveness, whereas TFL showed a stronger direct link to leader effectiveness. The findings suggest that TLF and LMX contribute differentially to organizational outcomes depending on their proximity to dyadic relations between leaders and followers. The differential impact model uncovers leadership effectiveness processes, integrates influential leadership theories, and highlights the importance of distinguishing between different outcome measures and the processes facilitating them.     

Athletic-ideal and thin-ideal internalization as prospective predictors of body dissatisfaction,dieting, and compulsive exercise

Although internalization of the thin ideal has been extensively researched and is now regarded as a risk factor for eating disturbance, endorsement of the firm, athletic body ideal has received only minimal attention. This short-term longitudinal study explored whether internalization of two aspects of the current cultural ideal (thinness and athleticism) prospectively predicted three potentially deleterious outcomes: body dissatisfaction, dieting, and compulsive exercise. Undergraduate women (N = 231) completed self-report measures at the beginning of the academic year and again 7 months later (N = 156 at Time 2). Athletic-ideal internalization predicted change in compulsive exercise over the 7-month study period but not body dissatisfaction or dieting; thin-ideal internalization predicted change in all three outcomes. When both internalization measures were tested simultaneously, neither contributed unique variance. Results suggest that athletic-ideal internalization is not as detrimental as thin-ideal internalization.     

Perceived relationship with God moderates the relationship between social comparison and body appreciation

Social comparison has been shown to contribute to the negative attitudes that most Western women have towards their bodies. However, minimal research has addressed the relationship between social comparison and body appreciation, which entails holding favourable opinions towards the body, accepting the body along with its deviations from societal beauty ideals, respecting the body by engaging in healthy behaviours, and protecting the body by rejecting unrealistic media appearance ideals. This study tested whether feeling loved and accepted by God would weaken the inverse relationship between social comparison and body appreciation among a sample of 186 female undergraduates. Results showed that frequent body-related comparisons were related to lower body appreciation, but this relationship was conditional upon the quality of women's perceived relationship with God. Results suggest that future research should explore interventions designed to create improved secure attachment relationships between clients and God.     

Diversity mindsets and the performance of diverse teams

Diversity can enhance as well as disrupt team performance. Diversity beliefs and climates may play an important moderating role in these effects, but it is unclear what form these should take to promote the positive effects of diversity. Addressing this question in an integration of research in team cognition and diversity, we advance the concept of diversity mindsets, defined as team members’ mental representations of team diversity. These mindsets capture diversity-related goals and associated procedural implications for goal achievement. We develop theory about the accuracy, sharedness, and awareness of sharedness of mindsets as moderators of the diversity-performance relationship. We also identify the determinants of these aspects of diversity mindsets. Finally, we discuss the implications of our model for the management of diversity.     

A mediation model linking attachment to God,self-compassion,and mental health

Attachment theory posits that insecure attachment is a risk factor for the development of anxiety and depression and ample evidence supports this idea. Research has also demonstrated links between attachment to God and mental health, but little is known about the emotion regulatory mechanism that underlies this relationship. The present study explored the explanatory role of self-compassion in the relation between attachment to God and anxiety, depression, and life satisfaction in a sample of 181 adults who completed an online survey. Elevated attachment anxiety and avoidance were associated with higher depression and anxiety, and lower life satisfaction. Self-compassion mediated these associations (in an inverse direction for anxiety and depression), suggesting that people who feel uncomfortable depending on God, or who fear God's rejection, have difficulty extending kindness to themselves. Possible interventions are discussed in the context of these results.     

Body Image in Older Adults: Links with Religion and Gender

Research has confirmed a healthy link between young adults’ religiosity and body image. This study explored this relationship in 127 older men and women (mean = 74 years) who completed measures on two dimensions of body image (body satisfaction and anxiety about an aging appearance) and on different indices of religiosity. Men reported higher body satisfaction and lower anxiety about an aging appearance than women. For men, body satisfaction correlated with many religiosity variables and was predicted by religious well-being, existential well-being, and manifestation of God in their body; aging-appearance anxiety was unrelated to religiosity. For women, body satisfaction was weakly related to religiosity but aging-appearance anxiety was predicted by intrinsic orientation, religious well-being, and existential well-being; in all cases higher religiosity predicted lower anxiety about an aging appearance. Results are discussed in the context of differing cultural standards of aging and attractiveness for men and women.     

Acoustic analysis of affective prosody during right-sided Wada Test: a within-subjects verification of the right hemisphere's role in language

A within-subjects study of the affective characteristics of voice was carried out in patients undergoing a Wada Test (WT). All patients became densely aphasic after the left-sided WT and lost the ability to impart affect into speech after the right-sided WT. The affective changes in voice induced by the Wada test were acoustically analyzed by computer-assisted techniques and compared to data obtained pre-Wada and post-Wada. The statistical results, using a one-way analysis of variance for repeated measures, confirmed robustly the current view that the right hemisphere modulates dominantly the affective components of language. The results are also evaluated in light of recent clinical and acoustical data regarding the organization of language in speakers of tone languages, thus, allowing the authors to address issues concerning universal principles of brain-language-behavioral relationships.