Organisms are frequently faced with uncertainty regarding how best to exploit vital resources, and may benefit from collecting information about their distribution through space and time. However, the ways in which competition over resources might systematically facilitate or constrain an individual's ability to use information has been largely overlooked. In this thesis, I develop a conceptual framework for considering how the distribution of limited resources might underpin interdependencies between competition and information use. I focus on the evolutionary ecology of relationships between social dominance and social information use. I begin with an observational study of wild chacma baboons (Papio ursinus) suggesting that, when resources can be monopolised, individuals with low competitive ability are limited in their ability to use social information. Building on these findings, I then develop a general model exploring selection on social information use in a competitive context across three axes of 'resource ecology' (scarcity, depletion rate, monopolisability). This study makes predictions regarding the resource conditions under which competitive ability might constrain social information use, and the potential importance of social information use in the evolution of social dominance. I go on to test these predictions in chacma baboons using a field experiment. This experiment also explores whether the predictability of resource distribution might facilitate the decoupling of social information use from the competitive context in which it was collected. Taken together, these findings provide general insights into the combinations of ecological conditions and behavioural mechanisms that should underpin the benefits of social dominance. I end by building a simple population matrix model to study social dominance using an eco-evolutionary approach, in which feedback loops between ecological and evolutionary processes are considered. By modelling relationships between dominance rank and survival, reproduction, inheritance, and development, I am able to derive estimates of long-term fitness associated with dominance. Using these estimates, I generate predictions regarding how dominance hierarchies should impact the dynamics of group stability, viability, and fission.

While most of the existing research on the topic of workplace incivility has focused upon its consequences on employee and organizational well-being, researchers are recognizing the need for research on predictors, mediators, and moderators of uncivil workplace behavior. The current study contributes to this new wave of workplace incivility research by emphasizing the links among variables not previously explored in incivility research. This nonexperimental correlational study (N = 1027) developed and tested a parallel multiple mediator model of instigated incivility. The model examined the mediation of the emotion regulation strategies – cognitive reappraisal and expressive suppression – on the relation of two types of social dominance orientation – intergroup dominance (SDO-D) and intergroup antiegalitarianism (SDO-E) – on the outcome of instigated incivility, and tested the moderating effects of workgroup civility climate on the paths of the proposed model. An Internet-based self-report survey battery was administered to a sample drawn from Amazon’s Mechanical Turk worker population. Hypotheses were tested though structural equation modeling analytic procedures. Findings suggest that intergroup dominance (SDO-D) increases instigated incivility and the relationship is not moderated by workgroup civility climate norms. In contrast, intergroup antiegalitarianism (SDO-E) decreases instigated incivility. Further, this study found that SDO-D had an indirect effect on instigated incivility through the emotion regulation strategy of expressive suppression. Additional findings suggest that the emotion regulation strategy of cognitive reappraisal has the potential to reduce uncivil workplace behavior. Future research was proposed to test the model examined in this study in different cultural settings, with additional mediators and moderators, and longitudinally. The practical findings suggest that HRD practitioners may find emotion regulation and civility trainings useful to reduce the likelihood of uncivil workplace behavior.

Social dominance theory (SDT) and Social identity theory (SIT) are theoretical frameworks that have been conceptualised and examined in societies that predominantly have stable intergroup relations. The present study sought to examine both theoretical frameworks in a context that is undergoing social change. Three cross-sectional studies were conducted amongst black and white students from a South African University. Results indicated that there was no difference in the desire for group-based inequality (i.e. social dominance orientation, SDO) amongst groups affected by social change, when group status was measured subjectively. Yet, when group status was determined sociologically, dominant group members had significantly higher SDO levels. Furthermore, results indicated that the perception of social change had a conditional effect on the relationship between SDO and support for affirmative action amongst white participants, in that when white participants perceived higher in-group status loss, higher SDO levels predicted opposition towards affirmative action. Racial in-group identification had a conditional effect on the relationship between perceived social change and support for affirmative action amongst black participants; when black participants had higher racial in-group identification, greater perception of social change predicted support for affirmative action. Lastly, amongst black participants, hierarchy-attenuating legitimising myths had a conditional effect on the relationship between SDO and support for affirmative action. Specifically, when colourblindness or Ubuntu were endorsed, higher SDO predicted support for affirmative action. However, when these hierarchy-attenuating legitimising myths were rejected, higher SDO predicted opposition towards affirmative action. / Psychology / M.A. (Psychology)

<p>Three main theoretical approaches to the study of the causation of prejudice can be distinguished within psychological research. The cognitive approach suggests that prejudice is a function of cognitive processes where stereotypic information about social groups, stored in memory, is automatically activated and affects people’s judgements and behavior toward members of the target group. The personality approach suggests that prejudice is a function of people’s personality characteristics. Finally, the social psychological approach emphasizes people’s group membership and group identification as the as major source of causation.</p><p>Previous research has almost entirely focused on only one approach of causation at a time. The focus has also shifted periodically – with attention paid to one approach at each period of time. The present thesis is an attempt to integrate these approaches and suggests an integrative model where the relative contribution of each approach could be assessed. The underlying assumption is that all three approaches are meaningful and that prejudice is a complex phenomenon that is best explained by taking into account all approaches jointly.</p><p>Examining the cognitive approach, Paper I revealed that people are knowledgeable of the cultural stereotypes and that stereotypic information is automatically activated and affects people’s judgments. Paper II (and Paper III) supported the personality approach and revealed that prejudice is highly related to primary personality characteristics and, in line with a central idea in this approach, different types of prejudice (ethnic prejudice, sexism, homophobia, and prejudice toward disabled people) are highly correlated. The results of Paper III revealed the importance of group membership and group identification, supporting the social psychology approach.</p><p>The findings are discussed in relation to previous research and the necessity to integrate various approaches and disciplines to explain psychological phenomena in general and prejudice in particular. Also, implications of the findings for prejudice prevention are discussed.</p>

Three main theoretical approaches to the study of the causation of prejudice can be distinguished within psychological research. The cognitive approach suggests that prejudice is a function of cognitive processes where stereotypic information about social groups, stored in memory, is automatically activated and affects people’s judgements and behavior toward members of the target group. The personality approach suggests that prejudice is a function of people’s personality characteristics. Finally, the social psychological approach emphasizes people’s group membership and group identification as the as major source of causation. Previous research has almost entirely focused on only one approach of causation at a time. The focus has also shifted periodically – with attention paid to one approach at each period of time. The present thesis is an attempt to integrate these approaches and suggests an integrative model where the relative contribution of each approach could be assessed. The underlying assumption is that all three approaches are meaningful and that prejudice is a complex phenomenon that is best explained by taking into account all approaches jointly. Examining the cognitive approach, Paper I revealed that people are knowledgeable of the cultural stereotypes and that stereotypic information is automatically activated and affects people’s judgments. Paper II (and Paper III) supported the personality approach and revealed that prejudice is highly related to primary personality characteristics and, in line with a central idea in this approach, different types of prejudice (ethnic prejudice, sexism, homophobia, and prejudice toward disabled people) are highly correlated. The results of Paper III revealed the importance of group membership and group identification, supporting the social psychology approach. The findings are discussed in relation to previous research and the necessity to integrate various approaches and disciplines to explain psychological phenomena in general and prejudice in particular. Also, implications of the findings for prejudice prevention are discussed.

Social dominance theory (SDT) and Social identity theory (SIT) are theoretical frameworks that have been conceptualised and examined in societies that predominantly have stable intergroup relations. The present study sought to examine both theoretical frameworks in a context that is undergoing social change. Three cross-sectional studies were conducted amongst black and white students from a South African University. Results indicated that there was no difference in the desire for group-based inequality (i.e. social dominance orientation, SDO) amongst groups affected by social change, when group status was measured subjectively. Yet, when group status was determined sociologically, dominant group members had significantly higher SDO levels. Furthermore, results indicated that the perception of social change had a conditional effect on the relationship between SDO and support for affirmative action amongst white participants, in that when white participants perceived higher in-group status loss, higher SDO levels predicted opposition towards affirmative action. Racial in-group identification had a conditional effect on the relationship between perceived social change and support for affirmative action amongst black participants; when black participants had higher racial in-group identification, greater perception of social change predicted support for affirmative action. Lastly, amongst black participants, hierarchy-attenuating legitimising myths had a conditional effect on the relationship between SDO and support for affirmative action. Specifically, when colourblindness or Ubuntu were endorsed, higher SDO predicted support for affirmative action. However, when these hierarchy-attenuating legitimising myths were rejected, higher SDO predicted opposition towards affirmative action. / Psychology / M.A. (Psychology)

This paper identifies variables that discriminate between participants and non-participants considering electoral and non-electoral dimensions of political participation in Córdoba, Argentina. A study was conducted by survey on a representative sample of the population (N = 450). The discriminant analysis allowed recognizing the contribution of right-wing autho­ ritarianism (RWA), collectivism, political collectivism, political interest and of participatory measure of “political efficacy”, to such differentiation in two dimensions of participation: electoral-campaign and contact with organizations and political figures. These results show the relationship of RWA with different political behavior of party preferences; and verify the relationship of different values and a participatory measure of “political efficacy” with broad participation repertoires. / El presente trabajo identifica variables que discriminan entre las personas que participan y quienes no participan políticamente, considerando dimensiones electorales y no electo­ rales de la participación política en Córdoba, Argentina. Se realizó un estudio por encuesta en una muestra representativa de la población (N=450). El análisis discriminante permitió reconocer el aporte del autoritarismo de derecha (RWA), colectivismo, colectivismo político, interés político y eficacia política participativa, a dicha diferenciación en dos dimensiones de la participación: electoral-de campaña y de contacto con organizaciones y referentes polí­ ticos. Estos resultados evidencian la relación del RWA con otros comportamientos políticos diferenciados de las preferencias partidarias y comprueban la relación de diferentes valores y de una medida participativa de la eficacia política con amplios repertorios participativos. / Este documento identifica as variáveis que discriminam entre os participantes e não par­ ticipantes, considerando dimensões eleitorais e não-eleitorais de participação política em Córdoba, Argentina. Um estudo foi realizado por levantamento de uma amostra represen­ tativa da população (N = 450). A análise discriminante permitiu reconhecer a contribuição de “autoritarismo de direita” (RWA), colectivismo, “coletivismo político”; política e interesse “política participativa eficácia”. Essas variáveis discriminar participantes em duas dimensões de participação: eleitorais - “campanha” e contato com organizações e figuras políticas. Estes resultados mostram a relação de RWA com outro comportamento político diferenciado das preferências partidárias e verificar a relação de valores diferentes e uma medida de eficácia política participativa, com amplos repertórios de participação.

Nous étudions le rôle de l'ethnicité de l’appropriateur sur les perceptions d’observateurs blancs envers l'acte d'appropriation, l’appropriateur et leur engagement dans la prise de décision sociale punitive. Nous explorons le rôle du pouvoir perçu par les participants de l'appropriateur et de leur orientation de dominance sociale (ODS). Des Américains blancs (N = 268) ont rempli un questionnaire préliminaire mesurant leur ODS et leur perception du pouvoir des groupes ethniques dans la société. Ils ont été assignés à l'une des trois conditions dans lesquelles ils ont lu une vignette présentant un individu Noir, Amérindien ou Blanc s'habillant en costume d’Amérindien pour l’Halloween. Les participants ont évalué si le choix du costume est approprié et leurs impressions de l'individu. Ils ont effectué une tâche de punition à la 2e personne (2PP) dans laquelle ils pouvaient punir l'individu. Les participants ont évalué si le choix du costume était une appropriation et appréciation culturelle. Nos résultats démontrent que les observateurs présentés avec l'individu Noir et Blanc percevaient l'acte comme moins approprié, plus appropriatif, moins appréciatif et percevaient l’individu comme moins chaleureux que lorsqu'ils ont lu que l’individu était Amérindien. Nous n'avons pas trouvé une influence significative de l’ethnicité de l’appropriateur sur leur choix de punir. Nos données ne soutiennent pas l’hypothèse exploratoire du rôle du pouvoir perçu sur nos mesures. Nos résultats suggèrent que l’ODS interagit avec l'ethnicité lorsque l'appropriateur est Noir et lorsqu’il est Blanc, inversant les relations trouvées pour l’ethnicité. D'autres recherches sont nécessaires pour clarifier les processus socio-psychologiques de l'appropriation culturelle. / We study the role of appropriator ethnicity on White observers’ perceptions towards the i) act of appropriation, ii) the appropriator, and iii) their engagement in punitive social decision-making towards the appropriator. We explore the influence of observers’ perceived power of the appropriator and their Social Dominance Orientation (SDO). White American participants (N = 268) completed a preliminary questionnaire measuring their SDO and their perception various ethnic groups have. They were randomly assigned to one of three conditions in which they read a vignette depicting a Black, Native American, or White individual dressing up for Halloween as a Native American. Participants were asked to rate the appropriateness of the costume, their impressions of the individual, followed by a 2nd Person Punishment (2PP) task wherein they could punish the individual. Participants were asked to rate to what extent the costume choice was cultural appropriation and cultural appreciation. Participants presented with the Black and White individual perceived the act as less appropriate, more appropriative, less appreciative, and perceived the individual as less warm relative to when presented with a Native American. We failed to find a significant influence of ethnicity on participants’ engagement in punishment. We failed to find evidence supporting the role of perceived power of the appropriator on our measures. However, we found significant evidence that SDO interacts with ethnicity when the appropriator is Black or White, reversing relationships found for ethnicity. While this research provides interesting results, more research is required to clarify the social psychological processes of cultural appropriation.

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Die vorliegende Dissertation wurde mit dem Ziel entworfen, ein besseres Verständnis zu erlangen, was die Anforderungen sind, die den künftigen Arbeitsgruppenmitgliedern erlauben, Bedürfnissen von modernen Unternehmen zu genügen. Die Kooperationsbereitschaft von Gruppenmitgliedern scheint ein Schlüsselfaktor zu sein, der ihre Fähigkeit freisetzt, einer beliebigen Aufgabe entgegen zu handeln. Quantitative wie auch qualitative Daten wurden im Rahmen einer explorativen Studie erhoben. Ein Fragebogen (Intercultural Attitude Orientation) wurde mit der Absicht entwickelt, Einstellung von Individuen gegenüber Diversität quer durch Populationen abzufragen. An der explorativen Studie haben 1351 Individuen aus 97 Ländern teilgenommen. Bei einer Faktorenanalyse von 12 Items wurde die entgültige acht Items umfassende Skala gebildet. Eine experimentelle Gruppenstudie wurde entworfen, um Entscheidungsprozesse anzustoßen, die erkennen lassen, ob die Kooperationsbereitschaft der Gruppenmitglieder die Gruppenperformanz erhöht. An der experimetellen Studie haben 249 Individuen teilgenommen, die nach einem Zufallsverfahren in Arbeitsgruppen eingeteilt wurden. Die unabhängigen Variablen waren demografische Gruppenkomposition und Informationsdiversität. Die abhängigen Variablen waren Messungen der Gruppenperformanz. Es wurde festgestellt, dass trotz der demografischen Gruppenkomposition Arbeitsgruppen, die Pakete mit unterschiedlichen Informationen erhielten, besser abgeschnitten haben, als Gruppen, denen Pakete mit ähnlichen Informationen zur Verfügung gestellt wurden. Erfahrung der Gruppenmitglieder mit Diversität, ihre Einstellung gegenüber Diversität, Social Dominance Orientation, Zufriedenheit, Kooperation, Ähnlichkeit in Arbeitsstil und Anzahl der gesprochenen Sprachen wurden getrennt im Hinblick auf die Gruppenergebnisse analysiert. Es wurde herausgefunden, dass diese Messungen in einigen Fällen zueinander in Beziehung standen, was einen Einfluß auf Gruppenprozess hatte. / The current dissertation has been designed with the attempt to seek a better understanding of the requirements for prospective workgroup members to fit demands of today''s organizations. Members'' willingness to cooperate appears to be a key factor unlocking their ability to act upon any given task. Quantitative as well as qualitative data have been gathered in the context of an explorative study. A questionnaire (Intercultural Attitude Orientation) has been constructed with the intent to sense individuals'' attitude toward diversity across populations diverging in age, gender, nationality, and occupational status. The explorative study involved the participation of 1351 individuals from 97 different countries. Out of twelve explorative items, one factor solution was extracted, thus building the final 8-item scale. An experimental group study was designed to elicit decision-making procedures set to entangle whether or not members'' readiness to cooperate enhances group performance in the context of a short and cognitively demanding task. The experimental study involved the participation of 249 individuals randomly assigned into workgroups. The two independent variables were group demographical composition and information diversity. Demographical composition was defined either according to national or gender demographics. The outcome variables were measures of workgroup performance. It was found that despite workgroup demographical composition, groups which received diverse information, performed better than workgroups, which received similar information. Members'' quality and quantity of exposure to diversity, attitude toward diversity, social dominance orientation, satisfaction, cooperation, work-style similarity, and number of spoken languages were separately analyzed with regard to group outcomes. Findings revealed that these measures were in some cases linked to one another, thus affecting group process.