The Dynamics of Intragroup Differentiation in an Intergroup Social Context

Abstract

Status hierarchies typically emerge when groups of strangers interact. Relatively little work tests explanations for this process in homogenous groups, and the majority has been conducted in intragroup settings. We test an expectation-states explanation in an intergroup context using the multilevel application of the actor-partner interdependence model. Participants (N = 48) discussed capital punishment in gender-homogenous 6-person groups containing 3 pro-and 3 anti-capital punishment adherents. The more speakers directed turns and proactive behavior at the outgroup than the ingroup, the higher they emerged in status. Further, high-but not low-status group members obtained more successful interruptions by being proactive, but more unsuccessful interruptions by being reactive. Socioemotional standing in the group was an inverted-U function of participation. Those higher on socioemotional standing also directed relatively less reactive behavior at the outgroup than the ingroup. The findings suggest that intragroup differentiation is subtly yet powerfully affected by status expectations and the intergroup context. Instructions for running these models in SAS and SPSS are appended.

Voice Pitch Variation and Status Differentiation in Mixed-Sex Dyads

“…The current research showed that the same negative interdependence observed in small groups (Anderson & Kilduff, 2009b; Reid & Ng, 2006) also exists in mixed-sex dyads. As predicted, when gender was salient, men who spoke with higher pitch variation were perceived by their female discussion partners as more influential, and these men also perceived their partners as less influential.…”

“…Anderson and Kilduff (2009b) found that men and women who initiated interaction in task groups necessarily deprived others of the same opportunity, such that initiators were perceived as more competent and influential than others. Reid and Ng (2006) tested intragroup status differentiation in an intergroup context and found that the more individuals interrupted the outgroup, the higher they emerged in status, and the lower others’ status. These negative interdependencies have yet to be studied in dyads, and using nonverbal behaviors such as pitch variation.…”

Gender, Language, and Social Influence: A Test of Expectation States, Role Congruity, and Self-Categorization Theories

“…Behavior that is inconsistent with the legitimated status order is viewed as a status violation and sanctioned by the group. For example, women who attempt to enact an assertive role are likely to be ignored or interrupted by other group members (Ridgeway, 1982; Ridgeway & Berger, 1986; Reid & Ng, 2006; Rudman & Glick, 2001). Legitimated status characteristics regulate behaviors and thus the stability of the status system (Ridgeway, 2001).…”

“…However, gender‐based expectations will be invoked for topics that are gender stereotypic and for contexts where men and women interact, even if the topic is gender neutral (Dovidio et al, 1988). In the case where gender is salient, assertive women will be regarded as violating the status order, and they will be resisted, disliked, and lack influence (Ridgeway, 1982; Ridgeway & Berger, 1986; Reid & Ng, 2006; Rudman & Glick, 2001). Evidence exists, however, that women can be influential when gender is salient if they soften their suggestions with tentative language (cf.…”

Exploring the Influence of Cultural Diversity in Collaborative Design Teams: Preliminary Findings

“…Interruptions were coded as successful when the interrupter completed an utterance and prevented the interruptee from completing an utterance. When one or both of these conditions were not met, an unsuccessful interruption was coded [21]. Discussion domination hence consists of a within-group comparison as well as a between-group comparison.…”