Witnessing others in need can be felt similarly to experiencing it oneself (empathy) and motivates assistance of those in need (prosocial action). It is well-documented that empathy can occur automatically, but when those in need are not members of a social ingroup, empathy and prosocial action are undermined. One major ingroup—outgroup division in American and in other countries is based on race. Although most condemn racial discrimination, empathy and prosocial action are often lower, however unintentionally, in interracial contexts. In light of this empathy gap, it is important to identify psychological factors that could bolster empathy and prosocial action toward racial outgroup members in need. This dissertation asked whether mindfulness training – cultivating present-centered, receptive attention to one’s ongoing experiences –increases social sensitivity toward racial outgroup members, and is based on pilot research indicating that a brief mindfulness induction increased empathy and prosocial action in such contexts. Healthy, self-identifying White women were randomized to either a brief (4-day) mindfulness training or a structurally-equivalent sham mindfulness training. Pre-post electroencephalographic measures of empathy toward video stimuli of outgroup members expressing sadness was assessed via prefrontal alpha frequency oscillations (i.e., frontal alpha asymmetry). Pre-post scenario-based spontaneous prosocial action toward Black individuals in need, and pre-post 14-day ecological momentary assessment (EMA) of empathy and prosocial action toward Black individuals (and other races) were conducted. Mindfulness training was expected to increase EEG- and EMA-based empathy toward Black individuals in need, as well as increase prosocial action toward such individuals in scenario and daily life (EMA) contexts. Opposite of what was hypothesized, MT reduced post-intervention empathic simulation, relative to ST, as measured by frontal alpha asymmetry. Consistent with hypotheses, however, MT increased empathic concern for outgroup members expressing sadness during video stimuli observation, and increased post-intervention scenario-based prosocial action. However, the hypothesis that MT would predict increases in pre- to post-intervention daily EMA-based prosocial action was not supported. Providing somewhat convergent evidence, trait mindfulness predicted more frequent pre-intervention scenario-based and daily prosocial action toward outgroup members; trait mindfulness was not related to pre-intervention video-based EEG and self-reported empathy outcomes. Together these results suggest that mindfulness can enhance some indicators or empathy and prosocial behavior in interracial contexts. Mechanisms and implications of the findings are discussed.

<p>Although subgroups are a central component of work teams, they have remained largely unexamined by organizational scholars. In three chapters, a theory and measure of subgroups are developed and then tested. The theory introduces a typology of subgroups and a depiction of the antecedents and consequences of subgroups. The measure, called the subgroup algorithm, determines the most dominant configurations of subgroups in real work teams--those that are most likely to influence team processes and outcomes. It contrasts the characteristics within a subgroup or set of subgroups versus the characteristics between subgroups or a set of subgroups for every potential configuration of subgroups on every work team in a given sample. The algorithm is tested with a simulation, with results suggesting that it adds value to the methodological literature on subgroups. The empirical test uses the subgroup algorithm to test key propositions put forth in the theory of subgroups. First, it is predicted that teams will perform better when identity-based subgroups are unequal in size and knowledge-based subgroups are equal in size. Second, it is predicted that, although teams will perform better with an increasing number of both identity-based and knowledge-based subgroups, there will be a discontinuity in this linear function for identity-based subgroups: teams with two identity-based subgroups will perform more poorly than teams with any other number of identity-based subgroups. The subgroup algorithm is used to test these predictions in a sample of 326 work teams. Results generally support the predictions.</p> / Dissertation

This thesis examines the factors which impact societal willingness to integrate in a post conflict, post power sharing agreement environment. Utilizing the Northern Ireland case, this study analyzes variance in willingness to integrate between Protestant and Catholic groups. Analysis of the Northern Ireland Life and Times survey data illustrates the shifting relationship between political trust and ingroup/outgroup frustrations on levels of willingness to integrate since the Good Friday Agreement. Statistical analyses indicate confirmation of ingroup attachment and elite political trust hypotheses, and reduced impact of outgroup benefit perceptions on willingness to integrate since the Good Friday Agreement.

We have from our research, conducted in Guardamar del Segura, Spain, discovered that most of the communication between native Spaniards and immigrant Bulgarians is negative non-verbal communication which leads to a division between the two groups. The result of high unemployment and social stress, which the current situation in Spain provides, tend to create stronger ties inside the groups and at the same time enlarge the distance towards other groups. Also, the large amount of nonverbal communication such as observing each other’s behavior leads in this case to negative stereotyping and prejudices that creates and maintain the different group’s relations in the society.

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