Symposium Social and Organisational Psychology February 20th
Symposium 'Pride, Respect, and Work Motivation'. Key note speaker is Professor Tom Tyler, New York University, on 'Identity and intragroup dynamics'. Everyone is welcome!
'My research group is concerned with a variety of issues broadly related to the dynamics of authority within groups, organizations, and societies. As psychologists, our particular interest is in the factors that shape people's motivations when they are dealing with others in group settings'.
'Because justice has been found to be especially important to people's motivation when dealing with others, we study social justice. In particular, our work focuses on the psychology of procedural justice - the fairness of group rules and processes. Research consistently finds that people are strongly influenced by their assessments of procedural justice when they are evaluating authorities and institutions'.
Date: Friday February 20th 2009
Time: 13.00 – 17.00
Place: Faculty of Social and Behavioural Sciences
Pieter de la Court Building
Professor Dr. Tom Tyler – New York University
The development of theories of social identity has provided an important alternative perspective on intragroup relations to models of realistic group conflict. The ideas of social identity theory have also been valuable in helping to understand how people behave within groups. I will discuss one body of theory and research -- the group engagement model -- which uses identity as a core idea through which to understand the linkage of people to groups, organizations, and societies.
Dr. Daan Stam - Erasmus University Rotterdam
This research examines two different ways in which perceived respect contributes to positive team identity and willingness to invest in the team, as reported by individual team members. We extend current insights on the effects of intra-group respect, by distinguishing between perceived inclusion of the self in the team and perceived value of the self for the team as separate consequences of respect. Based on a social identity analysis we predict that perceived inclusion facilitates the development of a positive team identity, while perceived value elicits the willingness to invest in the team. Support for our theoretical model is obtained with structural equation modeling among 2 independent samples of professional soldiers (Ntotal = 495). Additional analyses show that reports of individual team members about positive team identity and willingness to invest in the team are reflected in the way the team is rated by the supervisor.
The Moderating Effect of Respect on Females’ Hostile Sexist Attitudes in Male versus Female dominated Groups
Dr. Ed Sleebos (speaker) – Free University Amsterdam, Karen Jehn (Leiden University), Steffen Giessner (Erasmus University Rotterdam) & Daan van Knippenberg (Erasmus University Rotterdam)
The concept ‘hostile sexism’– i.e. ‘ a prejudicial attitude or discriminatory behavior based on the presumed inferiority or difference of women as a group ’ (Cameron, 1977, p.340) – automatically triggers the stereotypical image of men trying to justify or maintain their claim of superiority. Counterintuitive research (Cooper, 1997; Toder, 1980) demonstrated that in male dominated groups, females do also display hostile sexism. A solid theoretical explanation for this phenomenon is still lacking. Based on respect research, we predicted a moderating role of respect - i.e., ‘the subjective interpretation of the value others in the group afford to the self’ (Sleebos, Ellemers, & de Gilder, 2007). Respect motivates females to take over the values of the (male dominated) group – even when this means propagating hostile sexism. We examined our hypothesis in a police organization (N=119 females). Using regression analysis, we demonstrated that respect was positively related to hostile sexism for female employees in male dominated groups. In contrast, respect was negatively related to hostile sexism for female employees in female dominated groups. Additional analyses showed parallel effects on absenteeism.
Dr. Dick de Gilder - Free University Amsterdam, Dr. Ed Sleebos - Free University Amsterdam and Prof.dr. Naomi Ellemers - Leiden University
Three studies examined the effects of respect (i.e., subjective interpretation of the value others in the group afford to the self) on cognitive accessibility of fairness concerns (CAFC). We combined ‘relational models of justice’ (Tyler & Blader, 2003) and ‘deactivating strategies’ (Cassidy & Kobak, 1988) as an explanatory framework. We hypothesized that cognitive accessibility of fairness concerns indicates group members attach significance to their group. Disrespected group members disengage from the group and therefore deactivate CAFC. Study 1 ( N =101) revealed that disrespect negatively affected group members’ CAFC. Both Study 2 ( N =112) and a field survey ( N =48) replicated these findings, additionally showing that the effect of disrespect on CAFC fully depends on the extent to which group members show relational interest in the group. These studies have important theoretical and practical implications for understanding CAFC and the psychological consequences of experienced disrespect as a group member.
Dr. Niels van Quaquebeke – Erasmus University Rotterdam & Dipl.-Psych. Tilman Eckloff - Universität Hamburg
Research on respect is flourishing. Drawing on existing philosophical traditions and empirical psychological works alike, we, however, point out that the mere label “respect” can imply different things. We will discuss the mechanisms behind such different kinds of respect - in particular behind the vertical (appraisal) and the horizontal (recognition) kind of respect. Based upon this consideration, we will argue that different kinds of respect cater different people’s needs. Finally, we discuss how such more thorough respect distinctions can inform new research questions.
Transformational leadership, status evaluations and volunteers’ engagement with the volunteer organization
Dr. Edwin J. Boezeman - Free University Amsterdam (speaker) and Prof.dr. Naomi Ellemers – Leiden University
Leadership processes are essential to motivate and coordinate workers towards contributing to the organization and its mission. Research in the context of organizational behavior has not yet addressed how leadership processes affect the work motivation of volunteers, and volunteer organizations are in need for knowledge on how to lead and manage volunteers. The research presented highlights how transformational leadership behaviors of volunteer coordinators contribute to pride, respect, and subsequently engagement with the volunteer organization among volunteers.
Place: Common Room
If you want to join us for drinks please let us know.