Perceived Stigma, Social Identity, and Group Norms as Predictors of Prosocial Giving in a Fandom

2016 ◽  
Vol 6 (1) ◽  
pp. 35-49
Author(s):  
Daniel P. Chadborn ◽  
Courtney N. Plante ◽  
Stephen Reysen
Keyword(s):  
Prosocial Behavior ◽  
Group Identification ◽  
Helping Behavior ◽  
Future Research ◽  
Group Norms ◽  
Injunctive Norms ◽  
Perceived Stigma ◽  
Serial Mediation ◽  
My Little Pony ◽  
Identification Model

People engage in helping behavior for a variety of reasons. Currently unstudied, however, is the role that group stigmatization may play in motivating this helping behavior. Increased perceptions or feelings of stigma have been shown to increase identification with one's group identity through the rejection-identification model. Other research shows that group identification is associated with greater adherence to group norms, specifically, injunctive norms. If a group's norms are prosocial ones, it therefore follows that group stigma should be associated with prosocial behavior. The authors propose and test this model in this article relating to the perceived stigma to prosocial behavior in a rarely-studied, highly-stigmatized fan community with strong prosocial norms: fans of My Little Pony. Serial mediation analysis supports this model. Implications and directions for future research in light of these findings are discussed.

Lacking status hinders prosocial behavior among the powerful

2018 ◽  
Vol 46 (9) ◽  
pp. 1547-1560 ◽  
Author(s):  
Yeri Cho ◽  
Nathanael J. Fast
Keyword(s):  
Low Power ◽  
Prosocial Behavior ◽  
High Power ◽  
Online Survey ◽  
Helping Behavior ◽  
Future Research ◽  
Full Time ◽  
The Usa ◽  
Interpersonal Helping ◽  
Power Hierarchy

We conducted 2 studies to examine if status has varying effects on prosocial behavior for those at different levels of the power hierarchy. In Study 1 (N = 78), adults employed full-time in the USA responded to an online survey and the results showed that self-perceived power and status interacted to predict prosocial behavior. That is, lacking status led high-power, but not low-power, individuals to engage less in prosocial behavior. In Study 2 (N = 142), we orthogonally manipulated status and power and measured prosocial behavior. Once again, lacking status led to less helping behavior among high-power, but not low-power, participants. These findings show how power and status interact to influence interpersonal helping behavior. Implications for future research on social hierarchy and prosocial behavior are discussed.

Working Hard to Achieve Self-Defining Group Goals: A Social Identity Analysis

2000 ◽  
Vol 31 (4) ◽  
pp. 191-203 ◽  
Author(s):  
Kelly S. Fielding ◽  
Michael A. Hogg
Keyword(s):  
Social Identity ◽  
Group Identification ◽  
Group Norms ◽  
Identity Threat ◽  
Traditional Research ◽  
Identity Model ◽  
Group Goals ◽  
And Performance ◽  
Substantial Effort

Summary: A social identity model of effort exertion in groups is presented. In contrast to most traditional research on productivity and performance motivation, the model is assumed to apply to groups of all sizes and nature, and to all membership contingent norms that specify group behaviors and goals. It is proposed that group identification renders behavior group-normative and encourages people to behave in line with group norms. The effect should be strengthened among people who most need consensual identity validation from fellow members, and in intergroup contexts where there is inescapable identity threat from an outgroup. Together these processes should encourage people to exert substantial effort on behalf of their group.

Antecedents and Consequences of Gossip in Work Groups

2019 ◽  
pp. 416-434
Author(s):  
Bianca Beersma ◽  
Gerben A. van Kleef ◽  
Maria T. M. Dijkstra
Keyword(s):  
Social Order ◽  
Information Exchange ◽  
Work Groups ◽  
Psychological Theory ◽  
Future Research ◽  
Group Norms ◽  
Group Effectiveness ◽  
Interpersonal Aggression ◽  
Different Types ◽  
Antecedents And Consequences

This chapter provides an overview of the antecedents and consequences of gossip in work groups. First, the chapter reviews the different motives for gossip in work groups (i.e., bonding, entertainment, emotional venting, information exchange, maintenance of group norms/social order, and interpersonal aggression) and links each motive to psychological theory. Second, the chapter reviews the different types of influence that gossip can have on various indicators of group effectiveness. Reflecting on the motives underlying gossip in work groups, as well as on its outcomes, it argues that future research should start integrating the diverse insights provided by earlier research on both gossip motives and outcomes, and it provides a number of suggestions for doing so.

scholarly journals How Narcissism Shapes Responses to Antisocial and Prosocial Behavior: Hypo-Responsiveness or Hyper-Responsiveness?

2021 ◽  
pp. 014616722110072
Author(s):  
Jiafang Chen ◽  
Barbara Nevicka ◽  
Astrid C. Homan ◽  
Gerben A. van Kleef
Keyword(s):  
Social Behavior ◽  
Prosocial Behavior ◽  
Social Functioning ◽  
Social Order ◽  
Social Behaviors ◽  
Moral Character ◽  
Prosocial Behaviors ◽  
Future Research ◽  
Clear Cut ◽  
Reward And Punishment

Narcissists have a relatively higher proclivity for displaying antisocial rather than prosocial behaviors, suggesting a comparatively higher tendency for unfavorably impacting societies. However, maintenance of social order also depends on appropriate responses to others’ social behavior. Once we focus on narcissists as observers rather than actors, their impact on social functioning becomes less clear-cut. Theoretical arguments suggest that narcissists could be either hypo-responsive or hyper-responsive to others’ social behavior. Across four studies, we examined narcissists’ responsiveness to variations in others’ antisocial and prosocial behaviors. Results showed that narcissists differentiated less between others’ antisociality/prosociality, as reflected in their subsequent moral character evaluations (Studies 1–4) and reward and punishment (Studies 3 and 4). These results suggest that narcissists are hypo-responsive to others’ social behaviors. Implications and directions for future research are discussed.

The romance of working together: Benefits of gender diversity on group performance in China

2012 ◽  
Vol 65 (11) ◽  
pp. 1487-1508 ◽  
Author(s):  
Yan Zhang ◽  
LiWen Hou
Keyword(s):  
Group Performance ◽  
Group Identification ◽  
Gender Diversity ◽  
Positive Association ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Future Research ◽  
Chinese Sample ◽  
Homogeneous Groups ◽  
And Task

The authors examine cross-cultural differences in the effects of gender diversity on group identification and performance using workgroups from American and Chinese firms. Nationality is found to moderate the relationship between gender diversity and group identification in that gender diversity associates more positively with group identification in Chinese workgroups than in American workgroups. Nationality does not moderate the gender diversity–group performance relationship: although the Chinese sample shows a positive association between gender diversity and group performance, the American sample shows no association. A second longitudinal study explores the mechanisms of relationship conflict and task conflict by which gender diversity benefits group performance in China. Results show that gender-diverse groups perform better than homogeneous groups by decreasing relationship conflict and task conflict. Future research directions and practical implications are discussed.

Personality and contextual antecedents of organizational citizenship behavior: A study of two occupational groups

2014 ◽  
Vol 20 (4) ◽  
pp. 441-462 ◽  
Author(s):  
Pinar H. Imer ◽  
Hayat Kabasakal ◽  
Ali Dastmalchian
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Helping Behavior ◽  
Three Dimensions ◽  
Future Research ◽  
Unique Contribution ◽  
Occupational Groups ◽  
The Impact

AbstractThis paper examines the impact of personality trait of dispositional affect and contextual variables of multiple commitments on organizational citizenship behaviors (OCBs) in two occupational groups. Three dimensions of OCBs were considered: helping, civic virtue and sportsmanship behaviors. We used positive and negative affectivity scale to measure dispositional affect. For commitments, we examined affective and normative organizational and occupational commitments. The data were collected from 180 engineers and 180 teachers. The findings show that affect, multiple commitments and occupation all have significant impacts on different dimensions of OCBs. Dispositional affect had the most influence on all three dimensions of OCBs. In addition, helping behavior is affected by normative organizational commitment while civic virtue behavior is influenced by affective commitments (both organizational and occupational) and occupation. Sportsmanship behavior is explained by occupation and affective organizational commitment. Occupation has been shown to make a unique contribution to understanding OCBs. The present study showed that the teachers, for example, exhibited more civic virtue and sportsmanship behaviors than the engineers. Implications of the findings for future research and practice are discussed.

scholarly journals The moderating effects of Social Desirability responding on the criterion-related validity of self-report personality inventory

2015 ◽  
Vol 28 (2) ◽  
pp. 151-172
Author(s):  
JaeYoon Chang ◽  
Sanghee Nam
Keyword(s):  
Impression Management ◽  
Social Desirability ◽  
Helping Behavior ◽  
Self Report ◽  
Performance Criteria ◽  
Future Research ◽  
Moderating Effects ◽  
Moderation Effects ◽  
Host Country Nationals ◽  
Two Factors

This study aimed to examine how social desirability responding(SDR) affects the criterion-related validity of self-reported personality. Specifically, this study examined how SDR, impression management(IM) and self deceptive enhancement(SDE) can take distinct effects on criteria when personality traits of 91 expatriates such as empathy, cooperation, and friendliness predict their performance criteria. Although previous studies suggested either suppression or moderation effects of SDR, the results indicated that there was no suppression effects but statistically significant moderation effects of SDE on the link between each of some predictors(empathy and cooperation) and expatriate’s negative emotional expression and helping behavior in organization rated by peers(host country nationals). However, such effects were not supported in case of IM. The importance of specifying two factors of SDR and suggestions for the future research were discussed.

scholarly journals LANGOS RESPONDS TO SPYROU: CHANGING GROUP NORMS MAY FOSTER POSITIVE RESPONSES TO VICTIMISATION

2015 ◽  
Vol 1 ◽  
Author(s):  
Colette Langos
Keyword(s):  
Social Norms ◽  
Civil Liability ◽  
Bystander Intervention ◽  
Future Research ◽  
Group Norms ◽  
Made In

This article is a comment on Peta Spyrou’s article in this volume entitled ‘Civil Liability for Negligence: An Analysis of Cyberbullying Policies in South Australian Schools’. It highlights some of the original contributions made in the primary article before moving on to consider the importance of changing student norms about cyberbullying and victimisation generally. It identifies themes for future research that aims to change social norms around bystander intervention in instances of bullying and cyberbullying.

scholarly journals Preference Falsification Revisited: How Psychological Science Can Offer Insight into Motivated Belief Misrepresentation and Collective Misunderstanding

2021 ◽  
Author(s):  
Jacob Elder ◽  
Yrian Derreumaux;Derreumaux ◽  
Brent Hughes
Keyword(s):  
Social Dynamics ◽  
Theoretical Framework ◽  
Political Polarization ◽  
Social Connections ◽  
Future Research ◽  
Group Norms ◽  
Political Climate ◽  
Psychological Science ◽  
The Face ◽  
Insight Into

Throughout life, people sometimes lie to curry favor or mitigate disharmony with others, a tendency that may be exacerbated under moments of elevated tension. This phenomenon is captured by the economic theoretical framework of Preference Falsification, which describes why people misrepresent their beliefs in the face of social pressures, and how misrepresentation accumulates to broader misunderstandings that can fuel political polarization. We describe why the current political climate may foster motivations to misrepresent beliefs, as individuals are increasingly siloed into like-minded communities with strong pressures to conform to group norms. Next, we adopt a psychological lens to understand and integrate three motivations that underlie individual misrepresentation – relating to an individual’s intrinsic preference, their reputational concern, and their desire for expression – and describe how individual acts of misrepresentation can propagate across social connections to establish misrepresented beliefs as public consensus. Finally, we outline inroads for examining Preference Falsification using psychological methods that may be uniquely suited to elucidate the different social dynamics and issues that elicit this behavior, with the goal of spurring future research. Ultimately, we argue that fostering a more ideologically pluralistic and socially interconnected society may offer one route to reducing misrepresentation and collective misunderstanding, and thereby attenuate polarization and intergroup antipathy.

scholarly journals A systematic narrative review of prosociality in educational leadership

2018 ◽  
Vol 47 (6) ◽  
pp. 980-1000 ◽  
Author(s):  
Takumi Yada ◽  
Aini-Kristiina Jäppinen
Keyword(s):  
Educational Leadership ◽  
Prosocial Behavior ◽  
Narrative Review ◽  
Future Research ◽  
Organizational Studies ◽  
Prosocial Motivation ◽  
Research Questions

Organizational scholars have vigorously and long studied being prosocial in defining ‘prosociality’ as motivation, behavior, and impact to help or benefit others. This study attempts to provide an overview of previous studies that have approached the elements of being prosocial in educational leadership contexts. However, most of the prosocial elements in education are not explicitly defined as prosociality and have not yet been systematically studied. Thus, this study explored the research questions: (a) What elements could be involved in prosociality within educational leadership? (b) Who could be involved in the process of prosociality in educational leadership? The final corpus of this study was 83 articles published between 1993 and 2016. The reviewed concepts were categorized into three themes proposed in organizational studies: prosocial motivation, prosocial behavior, and prosocial impact. Moreover, the multiple educational actors related to prosocial elements were identified. The findings provide an outline of possible directions for future research according to the three themes.

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