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To date, procedural justice research has paid little attention to how people react to procedural discrimination (favoring self vs. favoring other), that is, how people react when they and the others are treated with different procedures. To fill this gap in the procedural justice literature and advance our understanding in this area, the current thesis presents an analysis of how reactions to procedural discrimination are qualified by the group membership and intragroup position (ingroup prototypicality and intragroup status) of the parties involved in intragroup and intergroup contexts. Studies 1 and 2 revealed that in an intergroup context, as group members perceive ingroup bias as legitimate, they react more positively when they are favored over an outgroup member than when an outgroup member is favored over them. In particular, because group members perceive the ingroup authority to be more related to them, their reactions to favoring self as opposed to favoring other procedures are stronger when the authority is an ingroup member than when the authority is an outgroup member. Studies 3 to 5 showed that in an intragroup context, peripheral members, who are highly concerned about group acceptance, perceive a high level of illegitimacy and react particularly negatively when a prototypical member is favored over them. On the other hand, prototypical members paired with a prototypical or peripheral member, and peripheral members paired with another peripheral member react similarly to procedural discrimination whether it favors them or the other group member. Studies 6 and 7 also focused on the intragroup context. These studies revealed that when high status group members are favored over a low status member, if they perceive the status difference as legitimate, they perceive relatively high levels of procedural legitimacy and procedural fairness, and report a relatively low level of negative affect. On the other hand, when low status group members are discriminated against in favor of a high status counterpart, they report a relatively high level of negative affect even if they perceive the status difference as legitimate and think that the favoring other procedure is relatively legitimate and fair. Taken together, the current program of studies reveals that depending on group membership or intragroup position, group members may react differently to favoring self as opposed to favoring other procedures. Furthermore, affective reactions to the procedures may not be consistent with cognitive judgments of the procedures. The research also reveals that the influence of group membership and intragroup position on reactions to procedural discrimination can be conceptualized in terms of sensitivity to procedural information (Proposition 1) and perceived procedural legitimacy (Proposition 2), suggesting that the group-value model (Lind & Tyler, 1988) and the social identity perspective (Tajfel & Turner, 1979; Turner, 1985; Turner et al., 1987; for a review, see Hogg, 2005, 2006) can help explain reactions to procedural discrimination. In conclusion, the current thesis makes significant contribution to the procedural justice literature.

Research Doctorate - Doctor of Philosophy (PhD) / The present work is a project in social psychology that looks at four different types of ingroup identification and investigates their possible variations as a function of defining personal characteristics and group-related phenomena. Five studies provide evidence for the validity of a qualitative distinction between centrality, social, communal, and interdependent identification and examine the way in which culture, gender, group status, relationship attachment style, and group type predicted each type of identification with groups. The research employs a multi-sample approach and combines correlational, experimental, and quasi-experimental designs. Research data was collected using purpose-built questionnaires that included a newly constructed Centrality, Social, Communal and Interdependent Identification Scale (CSCIIS) together with previously validated measures. Participants from Western and non-Western cultural backgrounds showed dispositional differences in their preferred type of identification, and differed in the extent to which their identification was focused on the group as a whole or on the individual group members. The studies integrate social identity theory, self-construal, and behavioural interdependence ideas, suggesting that there are some types of ingroup identification that are primarily based on interpersonal processes and relationships between group members. The leading themes are those of the conceptual complexity in assessing individuals’ identification with various social groups and the possibilities for deepening our understanding of the phenomenon by considering the key aspects that separate one type of ingroup identification from another. The results help bring clarity to a confusing literature dealing with ingroup identification and illustrate the value of a different level approach in the area.

Succession planning is the creation of a pool of high potential employees that receive specific training and developmental opportunities with the intention of promotion. There is a definite need to deepen our understanding of what implications there are from a psychological point of view for employees when a major process like succession planning is implemented. Employee engagement is the experienced commitment, which leads to discretionary effort. The purpose of this research is to explore an underlying factor structure for engagement drivers and understand how a major organizational initiative, succession planning, impacts employee engagement. This research was conducted at a petroleum organization in the Southwest United States (N = 2023) and compares engagement based on group membership in a succession planning process (Informed-High Status, Uninformed-High Status, and Uninformed-Low Status). The underlying factor structure of drivers was found to have one factor of engagement. There was a significant difference in the engagement levels based on membership within the succession plan (high status versus low status). However, communicating to an employee their involvement in the succession plan did not differentiate between engagement levels.

Members of groups in conflict are often defensive of ingroup-perpetrated violence, especially if they glorify their ingroup. While past literature has established that high glorifiers are unconditionally defensive of their ingroup, findings regarding low glorifiers are mixed, with some studies finding low glorifiers to be similarly defensive as high glorifiers and others finding low glorifiers to not be defensive or even critical of the ingroup. Across six studies, I investigated whether perceiving a conflict to be tangible (rather than intangible) drives defensiveness among low glorifiers. I tested this hypothesis across two national contexts that were naturally closer (Israel) or farther (the U.S.) from the same conflict (the Syrian conflict). I found that Israeli low glorifiers were defensive of their ingroup, whereas American low glorifiers were not (Studies 1a/1b) and that Israelis found the conflict tangible, whereas Americans found the conflict relatively intangible (Studies 2a/2b). Across Study 3 and Study 4, I found experimental evidence that low glorifiers in Serbia (study 3) and the U.S. (study 4) are more defensive of ingroup-perpetrated violence when the conflict context is tangible than when it is relatively intangible.

Tatueringar har historiskt sett väckt fördomar hos människor i form av att tatuerade individer uppfattas besitta negativa egenskaper. Denna studie undersökte hur tatueringar på en förskollärare var relaterade till utomståendes uppfattning om dennes lämplighet att ta hand om barn. Vidare undersöktes även om likhetseffekten var en faktor i tatuerade och icke-tatuerade deltagares bedömning av yrkesutövaren. Genom en kvantitativ vinjettstudie fick 151 universitetsstudenter bedöma en förskollärares lämplighet utifrån 14 yrkesrelaterade egenskaper. Cirka hälften av deltagarna bedömde en icke-tatuerad förskollärare och den andra hälften bedömde en tatuerad förskollärare. Av deltagarna var 65 själva tatuerade och 86 icke-tatuerade. Resultatet presenterade inga signifikanta skillnader i bedömningen mellan den tatuerade förskollärarens och den icke-tatuerade förskollärarens lämplighet. Det fanns heller ingen skillnad i bedömningen utifrån om deltagaren själv hade tatueringar eller inte. Studiens resultat skiljer sig delvis från tidigare forskning och kan därav ligga till grund för vidare fördjupning i fördomar kring tatueringar inom olika yrken.

Indiana University-Purdue University Indianapolis (IUPUI) / Black representation in American business leadership ranks is not proportionate to America’s demographics. Previous research into this issue has mostly focused on the relationship between majority racial group and minority racial groups. However, research in identity denial and backlash shows that ingroup members may also play a negative role in undermining leadership efforts. African Americans may react negatively to a Black business leader because of the mismatch between negative stereotypes of African Americans and the positive prototype of a leader. The current study hypothesizes that resembling a business leader as an African American leads to negative reaction from other African Americans in the form of lowered trust, lowered endorsement as leader, and lowered intention to engage in organizational citizenship behavior. The current study also hypothesizes that participant’s ingroup identification level will act as a moderator, and that perceived racial identification will act as a mediator. To test the hypotheses, participants recruited from Amazon Mechanical Turk were randomly assigned to either the strong match to leader prototype condition, weak match condition, or control condition in which no information about leader prototype was provided. The results revealed a simple main effect in which strongly matching the leader prototype led to lower levels of the outcome variables. The current study brings attention to an area of research that should be further explored and suggests that organizations should create interventions to counteract this negative ingroup effect.

Indiana University-Purdue University Indianapolis (IUPUI) / Members of stigmatized racial groups who realize that they might face employment discrimination may engage in résumé whitening, whereby they downplay the role of their group identity in their résumés. Although it has been documented that this approach helps members of stigmatized groups, such as Black American and Asian American individuals, move forward in their pursuit of employment (Kang, DeCelles, Tilcsik, & Jun, 2016), little is known about how their ingroup members would perceive this behavior. The current study explores the potential backlash coming from their own ingroup members when Black targets engage in résumé whitening.

The majority of today’s emerging adults view climate change as the defining challenge of their generation (Amnesty International, 2019). Young people’s climate concern has translated to unprecedented collective climate action, such as the youth climate strikes of 2019. However, young people and their relevant social identities are underrepresented in research on collective climate action. Following the social identity model of pro-environmental action (Fritsche et al., 2018), the current study assesses the extent to which emerging adults identify with Generation Z, or Gen-Z, as a relevant ingroup. In a Prolific survey of 296 participants aged 18-24 and currently living in Canada, I examined young people’s Gen-Z ingroup identification, perceived collective efficacy of Gen-Z, and three collective action outcomes: intentions to follow youth climate groups on social media, intentions to engage in future collective climate action, and participation in sending an advocacy message to the B.C. Minister of Environment and Climate Change Strategy. I hypothesized that the interaction of ingroup identification and collective efficacy would predict collective climate action outcomes above and beyond the influence of each construct individually. This hypothesis was not supported. While Gen-Z ingroup identification and perceived collective efficacy each predicted intentions to follow youth climate groups on social media and intentions to engage in future collective action, the interaction term added no explanatory power to the models. Neither Gen-Z ingroup identification nor collective efficacy predicted participation in the advocacy message behaviour. These findings underscore the importance of systematically investigating broad social identities in the field of collective climate action, which has predominantly focused on specific environmentalist groups. The current study also highlights the need for further investigation of predictors of behavioural outcomes. / Graduate / 2022-12-15

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