This article discusses how seemingly well-intended policies and interventions to reduce intergroup bias by emphasizing colorblindness through overarching commonalities between groups may, either unintentionally or strategically, inhibit efforts to address group-based inequities. First, we discuss the roots of bias in social categorization process, and how changing the way people think about group memberships from separate groups to members of the same group with shared identity improves intergroup attitudes. Second, we describe the subtle nature of contemporary biases, which can help obscure group-based inequities. Third, we explain how and why majority and minority groups may have different preferences for recategorization and consider the potential consequences of these different perspectives for recognizing and addressing disparity and discrimination. We conclude by considering the policy and structural implications of these processes for achieving more equitable societies, not only in principle but also in practice.

We examine why and when proactive personality is beneficial for innovative behavior at work. Based on a survey among 166 employees working in 35 departments of a large municipality in the Netherlands we show that an increase in task conflicts explains the positive relation between a proactive personality and innovative employee behavior. This process is moderated by job autonomy in such a way that the relationship between proactive personality and task conflict is particularly strong under low compared with high autonomy. The present research contributes to the discussion on the potential benefits of task conflict for change processes and highlights the importance of examining the interplay between personality and work context for understanding innovation practices.

No abstract

In this paper, we examined how identification with urban districts as a common ingroup identity and perceived ingroup prototypicality influence the attitudes of residents toward other ethnic groups in their neighborhood. The overall conclusion of two field studies (N = 214 and N = 98) is that for majority‐group members, there may be a positive relation between identification with an overarching identity and outgroup attitudes but only when they perceive their ingroup as low in prototypicality for the overarching group (Study 1 and 2). Conversely, for minority‐group members, there may be a positive relation between identification and outgroup attitudes but only when they perceive their ingroup as high in prototypicality for the overarching group (Study 2). Outgroup prototypicality did not moderate the relation between identification and outgroup attitudes. Copyright © 2012 John Wiley & Sons, Ltd.

Can deceitful intentions be discriminated from truthful ones? Previous work consistently demonstrated that deceiving others is accompanied by nervousness/stress and cognitive load. Both are related to increased sympathetic nervous system (SNS) activity. We hypothesized that SNS activity already rises during intentions to lie and, consequently, cues to deception can be detected before stating an actual lie. In two experiments, controlling for prospective memory, we monitored SNS activity during lying, truth telling, and truth telling with the aim of lying at a later instance. Electrodermal activity (EDA) was used as an indicator of SNS. EDA was highest during lying, and compared to the truth condition, EDA was also raised during the intention to deceive. Moreover, the switch from truth telling toward lying in the intention condition evoked higher EDA than switching toward non-deception related tasks in the lie or truth condition. These results provide first empirical evidence that increased SNS activity related to deception can be monitored before a lie is stated. This implies that cues to deception are already present during the mere intention to lie.

Purpose -The last decades, neighborhood mediation programs have become an increasingly popular method to deal with conflicts between neighbors. In the current paper the aim is to propose and show that conflict asymmetry, the degree to which parties differ in perceptions of the level of conflict, may be important for the course and outcomes of neighborhood mediation. Design/methodology/approach -Data for testing the hypotheses were based on coding all (261) files of neighbor conflicts reported to a Dutch neighborhood mediation program in the period from 2006 through 2008. Findings -As expected, cases were more often about asymmetrical than symmetrical conflicts. Moreover, compared to symmetrical conflicts, asymmetrical conflicts less often led to a mediation session; the degree of escalation was lower; and, particularly in asymmetrical conflicts, a mere intake session already contributed to positive conflict outcomes. Originality/value -Past research on the effectiveness of mediation programs mainly focused on cases in which a mediation session effectively took place. However, persuading parties to participate in a mediation session forms a major challenge for mediators. In fact, many cases that are signed-up for mediation programs do not result in an actual mediation. The current study examines the entire mediation process -from intake to follow-up.

This research investigated the role of group-based anger and efficacy in explaining the effects of subgroup (ethnic) and common (European) identity on collective action among Kurds in Europe responding to different types of disadvantage. Whereas stronger Kurdish identity positively predicted intentions for collective action (mediated by anger and efficacy), stronger common ingroup identity was negatively related to collective action intentions. This effect occurred primarily when structural disadvantage was salient, not when attention was drawn to a specific incident of disadvantage, and was mediated by anger but not efficacy. The findings complement recent work demonstrating that intergroup harmony can undermine social change, suggesting that stronger common-group identification reduces collective action by reducing minority-group members' sensitivity to potential bias against them.

Depending on how involved parties appraise day-to-day conflicts, they either may feel angry or contemptuous toward the other party, which, in turn, may result in stronger confronting or avoiding intentions. In this paper we investigated how the content of stereotypes associated with the group to which an outgroup perpetrator belongs affects appraisals, emotions, and behavior. In two experiments, we demonstrated that stereotyping an outgroup as less warm resulted in increased feelings of anger, and tendencies to react forcefully toward an outgroup party in a conflict. Specifically, this effect of low stereotype warmth was explained by increased appraisals of negative intentions. Stereotyping an outgroup as less competent in the same situation elicited increased feelings of contempt, and tendencies to avoid an outgroup party in a conflict. This effect of stereotype incompetence was due to decreased appraisals of control over the other party.