A self-categorization model of leadership is introduced (leaders have the prototypical characteristics of a psychologically salient in-group) and contrasted with leadership categorization theory (leaders have the appropriate stereotypical properties of a leader schema) in a 2 × 2 × 2 experiment. Under conditions of high or low group salience, and in anticipation of a group activity, subjects evaluated the leadership effectiveness of a randomly nominated leader who was group prototypical or nonprototypical and whose behavior was stereotypical or nonstereotypical of a leader schema. As predicted from the authors' self-categorization analysis, group protoypicality was a significant basis for leadership for subjects who identified with the group but notfor those who did not. There was a general effect, consistent with leader categorization theory, whereby stereotypical leaders were perceived to be more effective than nonstereotypical leaders. However} as predicted, this effect was weaker under high group identification.

Communication scholars describe a pervasive 'third person efect '

A social identity framework was employed to understand why people support the exclusionary treatment of refugee claimants ('asylum seekers') in Australia. Over and above individual difference effects of social dominance orientation and individuals' instrumental threat perceptions, insecure intergroup relations between citizens and asylum seekers were proposed to motivate exclusionary attitudes and behaviour. In addition, perceived procedural and distributive fairness were proposed to mediate the effects of social identity predictors on intergroup competitiveness, serving to legitimise citizens' exclusionary behaviours. Support for these propositions was obtained in a longitudinal study of Australians' social attitudes and behaviour. Small and inconsistent individual-level effects were noted. In contrast, after controlling for these variables, hostile Australian norms, perceived legitimacy of citizen status, and threatening socio-structural relations were strongly and consistently linked to intentions to support the harsh treatment of asylum seekers, and exclusionary attitudes and action at Time 2. Moreover, perceived procedural and distributive justice significantly mediated these relationships. The roles of fairness and intergroup socio-structural perceptions in social attitudes and actions are discussed.

In many organizations, e-mail is an effective and dominant workplace ap plication tool; however, research identifying its role as a potential workplace stressor remains limited. Utilizing the Transactional Model o f Stress (Lazarus & Folkman, 1984), 215 full-time administrative and academic staff at a university were surveyed about workplace e-mail. The aim was to study the effects o f potential e-mail stressors on emotional exhaustion as mediated and moderated by person and situation variables. Results indicated that 2 distinct e-mail stressors-high quantity and poor quality (in terms o f high emotionality and ambiguity) o f workplace e-mail-were associated both with stress appraisals (e-mail overload and e-mail uncertainty) and with emo tional exhaustion. Furthermore, the effects o f the 2 e-mail stressors on emotional exhaustion were mediated by appraised e-mail overload. Per ceived normative response pressure-a relevant aspect o f the specific work environment-added to the explanation o f emotional exhaustion and accen tuated the positive effect o f e-mail ambiguity on emotional exhaustion, although effects involving normative response pressure were not explained by the stress appraisals.

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