Correction: Opposite associations of collective narcissism and in-group satisfaction with intergroup aggression via belief in the hedonistic function of revenge

Collective narcissism is a belief that one’s own group (the in-group) is exceptional but not sufficiently recognized by others. It is the form of “in-group love” robustly associated with “out-group hate.” In contrast to private collective self-esteem (or in-group satisfaction, a belief that the in-group is of high value), it predicts prejudice, retaliatory intergroup aggression, and rejoicing in the suffering of other people. The pervasive association between collective narcissism and intergroup hostility is driven by a biased perception of the in-group as constantly threatened and out-groups as hostile and threatening. Collective narcissism is associated with hypersensitivity to provocation and the belief that only hostile revenge is a desirable and rewarding response. It arises when the traditional group-based hierarchies are challenged and empowers extremists as well as populist politicians. Instead of alleviating the sense of threat to one’s self-importance, it refuels it. The association between collective narcissism and intergroup hostility is weakened by experiences that fortify emotional resilience (e.g., positive identification with a community).

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Opposite associations of collective narcissism and in-group satisfaction with intergroup aggression via belief in the hedonistic function of revenge

PLoS ONE ◽

10.1371/journal.pone.0247814 ◽

2021 ◽

Vol 16 (3) ◽

pp. e0247814

Author(s):

Karolina Dyduch-Hazar ◽

Blazej Mrozinski

Keyword(s):

Intergroup Relations ◽

Intergroup Aggression ◽

Group Satisfaction

We investigated whether collective narcissism (i.e., believing that the in-group is exceptional but insufficiently recognized by others) and in-group satisfaction (i.e., believing that the in-group is a source of satisfaction) have opposite, unique associations with intergroup aggression via belief in the hedonistic function of revenge (i.e., an expectation of emotional reward from harming others in response to feeling oneself harmed). Results of two studies conducted in Poland (N = 675) found that collective narcissism is positively related to belief in the hedonistic function of revenge, whereas in-group satisfaction is negatively related, and both are related to intergroup aggression. These relationships were found only when the overlap between collective narcissism and in-group satisfaction was partialled out. The results shed a new light on the mechanisms linking in-group positivity to out-group derogation, and highlight the importance of investigating revenge motivations in the intergroup relations.

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Supplemental Material for Low Self-Esteem Predicts Out-Group Derogation via Collective Narcissism, but This Relationship Is Obscured by In-Group Satisfaction

Journal of Personality and Social Psychology ◽

10.1037/pspp0000260.supp ◽

2019 ◽

Keyword(s):

Self Esteem ◽

Group Satisfaction

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STUDENTS' PERCEPTIONS OF BEING GRADED AS A GROUP IN THE COLLEGE CLASSROOM: RELATIONS AMONG STUDENTS' AGE, EMPLOYMENT, AND PERCEIVED GROUP SATISFACTION

Perceptual and Motor Skills ◽

10.2466/pms.95.7.1267-1277 ◽

2002 ◽

Vol 95 (7) ◽

pp. 1267

Author(s):

RUFUS L. BARFIELD

Keyword(s):

College Classroom ◽

Group Satisfaction

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Joint intergroup aggression in female colobus monkeys ( Colobus vellerosus ) is associated with grooming bonds, male participation, and group size

American Journal of Primatology ◽

10.1002/ajp.23355 ◽

2021 ◽

Author(s):

Eva C. Wikberg ◽

Sofia Gonzalez ◽

Cynthia Rodriguez ◽

Pascale Sicotte

Keyword(s):

Group Size ◽

Intergroup Aggression ◽

Colobus Vellerosus ◽

Male Participation ◽

Colobus Monkeys

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Pengaruh manajemen perubahan terhadap kepuasan pengguna jasa kelompok mahasiswa dan dampaknya terhadap peningkatan kualitas kerja pegawai pada Terminal Kertojoyo Mojokerto

JEBDEER Journal of Entrepreneurship Business Development and Economic Educations Research ◽

10.32616/jbr.v1i1.52 ◽

2017 ◽

Vol 1 (1) ◽

pp. 27-34

Author(s):

Eny Nuraeni

Keyword(s):

User Satisfaction ◽

Transport Infrastructure ◽

Student Group ◽

Work Quality ◽

Student Service ◽

Quality Of Work ◽

Service Group ◽

Group Satisfaction ◽

Innovative Change

Terminal as road transport infrastructure in carrying out its function as a place of need to raise and lower people or goods, resting place for bus and vehicle crew before starting the trip again, and arranging arrival and departure of public transportation, which is the shape of transportation network node. The purpose of this research are: 1) To know and analyze the effect of routine change to the improvement of work quality of employees. 2) To know and analyze the effect of improvement changes to the improvement of work quality of employees. 3) To know and analyze the effect of innovative change on the improvement of work quality of employees. 4) To know and analyze the effect of routine changes on student service group student satisfaction. 5) To know and analyze the effect of improvement changes on student service group user satisfaction. 6) To know and analyze the effect of innovative change on student service group satisfaction. 7) To know and analyze the effect of improving the quality of work of employees to the satisfaction of student service group. 8) To know and analyze the influence indirectly Management of changes to user satisfaction services group of students through the variable between improving the quality of work employees. This research was conducted at Terminal Kertojoyo Mojokerto, while the time of the research was conducted in August 2016. The population in this research is the user of student group service of Kertojoyo Mojokerto Terminal, from the very large population and the unknown number, using Cochran formula taken samples of 73 respondents . From the results of the study can be concluded as follows: 1) Regular changes have no significant effect on the quality improvement of employee. 2) Changes in the increase significantly affect the improvement of employee quality. 3) Innovative changes have a significant effect on improving the quality of work of employees. 4) Regular changes have a significant effect on student service group user satisfaction. 5) Changes in the increase significantly affect the user satisfaction of student group services. 6) Innovative change has no significant effect on student service group user satisfaction. 7) Improving the quality of employees' work has no significant effect on student service group satisfaction. 8) Management of each change directly affects the user satisfaction of student services group through the variable between improving the quality of work of employees.

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