Ingroup bias and the ‘black sheep’ effect: Assessing the impact of social identification and perceived variability on group judgements

1992 ◽  
Vol 22 (4) ◽  
pp. 331-352 ◽  
Author(s):  
José M. Marques ◽  
Elisabete M. Robalo ◽  
Susana A. Rocha
Keyword(s):  
Social Identification ◽  
Ingroup Bias ◽  
Black Sheep ◽  
Black Sheep Effect ◽  
The Impact

scholarly journals (Im)moral Symbols and (Im)moral Deeds: Defensive Strategies for Coping with Historical Transgressions of Group Heroes and Villains

2021 ◽  
Vol 15 ◽  
pp. 183449092199143
Author(s):  
Jovan Ivanović ◽  
Iris Žeželj ◽  
Charis Psaltis
Keyword(s):  
Collective Identity ◽  
Moral Disengagement ◽  
Educational Communication ◽  
Social Identification ◽  
Black Sheep ◽  
Defensive Strategies ◽  
Post Conflict ◽  
Greek Cypriot ◽  
Black Sheep Effect ◽  
Group Members

In two post-conflict societies (Serbia and Cyprus), the authors investigated how people cope with in-group historical transgression when heroes and villains relevant for their collective identity are made salient in it. The authors set the events in foundational periods for Serbian (Experiment 1) and Greek Cypriot (Experiment 2) ethnic identity—that is, historical representations of the Battle of Kosovo (1389) and the Liberation Struggle (1955–1959), respectively. In both experiments, a between-subjects design was used to manipulate group membership (in-group or out-group) and representation of the salient character (hero, villain, or neutral) in fictitious but historically plausible accounts of transgressions. In Experiment 1 ( N = 225), the participants showed more moral disengagement in the case of in-group historical transgressions than in the case of identical transgressions by an out-group, while the in-group hero was rejected less than all the other historical characters. Social identification based on in-group superiority moderated both observed effects in such a manner that they were more pronounced for participants perceiving their ethnic group as superior. In Experiment 2 ( N = 136), historical transgression involving the in-group hero provoked the most moral disengagement and the least rejection of the group deviant. In-group superiority and in-group importance as distinct modes of social identification moderated these effects in such a way that they were more pronounced for high-identifying individuals. Taken together, the experiments show that the in-group hero, as a highly valued ethnic symbol, is exempt from the black sheep effect and the sanctions of critically attached group members. The authors discuss the implications of in-group heroes for political and educational communication.

scholarly journals I am Deviant, Because the Impact of Situational Factors Upon the Black Sheep Effect

1999 ◽  
Vol 39 (1) ◽  
pp. 71
Author(s):  
David De Cremer ◽  
Norbert Vanbeselaere
Keyword(s):  
Situational Factors ◽  
Black Sheep ◽  
Black Sheep Effect ◽  
The Impact

In search of the black sheep effect in African Americans

2003 ◽  
Author(s):  
Elliott Hammer ◽  
Anthony Sharp ◽  
Charity Dixon ◽  
Kristin Matthews ◽  
Erin Threatt
Keyword(s):  
African Americans ◽  
Black Sheep ◽  
Black Sheep Effect

Perceived entitativity and the black-sheep effect

2003 ◽  
Author(s):  
Amy C. Lewis ◽  
Steven J. Sherman
Keyword(s):  
Black Sheep ◽  
Black Sheep Effect

scholarly journals Don’t Burn our Flag: Patriotism, Perceived Threat, and the Impact of Desecrating a National Symbol on Intergroup Attitudes

2021 ◽  
Author(s):  
Gaëlle Marinthe ◽  
Benoît Testé ◽  
Rodolphe Kamiejski
Keyword(s):  
Negative Evaluation ◽  
Ingroup Bias ◽  
Perceived Threat ◽  
Mediating Role ◽  
Visible Minorities ◽  
National Symbols ◽  
National Attachment ◽  
Strong Attachment ◽  
National Flag ◽  
The Impact

Desecration of national symbols is a recurring societal phenomenon that can lead to highly defensive reactions from some citizens, especially on the part of those expressing a strong attachment to the nation. In this paper, we investigated the effects of blind and constructive patriotism when faced with an ingroup (vs. outgroup) national flag burning on ingroup bias, taking into consideration the mediating role of perceived threat. In two studies (N = 252), the level of blind patriotism predicted stronger ingroup bias—due to more negative evaluation of visible minorities and/or more positive evaluation of the ingroup—when another ingroup¬ member burnt an ingroup (vs. outgroup) flag. This effect was partly mediated by a greater threat to the group’s image perceived by blindly patriotic people when the ingroup (vs. outgroup) flag was burnt (Study 2). Study 2 also highlighted a main effect of the symbol: ingroup bias was stronger when the ingroup (vs. outgroup) flag was burnt. We discuss the implications of our findings with respect to the role played by modes of national attachment and the consequences of desecrating symbols.

scholarly journals The Impact of Non-Standard Work Arrangements and Communication Climate on Organisational and Team Identification and Work-Related Outcomes Amongst Millennials in Chile and the UK

2019 ◽  
Vol 14 (3) ◽  
Author(s):  
Ilka H. Gleibs ◽  
Andrea Lizama Alvarado
Keyword(s):  
Well Being ◽  
Social Identification ◽  
Work Status ◽  
Team Identification ◽  
Communication Climate ◽  
Work Arrangements ◽  
Standard Work ◽  
Work Related ◽  
The Uk ◽  
The Impact

Previous research has found inconsistent results on the impact of work-status (permanent vs. fixed term vs. causal work) on attitudinal and behavioural outcomes. This study explored this topic from a social identity perspective and examines the effect of communication climate, organisational and team identification on job-affective well-being, organisational commitment and intentions to recommend. In Study 1, 631 professionals working in Chile completed our survey. In Study 2, which was pre-registered, 520 professionals from the UK completed the same survey. In both studies we conducted multi-group path analyses comparing employees with three work-statuses: permanent, fixed-term, and casual workers (Study 1: n = 369, 129, and 131, respectively; Study 2: n = 438, 53, and 34, respectively). We found work-status influenced the relationship between organisational and team identification with job-affective well-being, but not with organisational citizenship behaviour or intentions to recommend. Across all groups, communication climate was an important predictor for identification measures, job-affective well-being and intention to recommend. These findings offer an understanding of the dynamics of social identification in the workplace that are related to work-status in the context of two different countries; Chile, a country that is characterised by high rates of fixed-term and casual job agreement and the UK, which has comparatively fewer non-standard work-arrangements.

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