Lindred L Greer
Biographic Data
| ID | 3420957 |
|---|---|
| NAME | Lindred L Greer |
| GIVEN NAMES | Lindred L |
| FAMILY NAME | Greer |
| SIGNATURE | GREER L L |
| AFFILIATIONS | University of Amsterdam |
| ORCID | 0000-0002-8302-538X |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 40 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1981 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 3 |
Covid-19 and the workplace
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
Competitive representative negotiations worsen intergroup relations
Representative negotiation affords a unique opportunity to regulate intergroup competition and conflict. Although past research has identified factors that shape representative negotiations, little is known about how such interpersonal representative negotiations influence broader intergroup relations. Here we investigate how the representative negotiation process can affect intergroup relations, irrespective of negotiation outcomes. In Experimen…
Considering diversity
Three studies examined the role of leader consideration in diverse teams. Based on the categorization-elaboration model, we argue that leader consideration can address the negative group processes that result from categorization processes in diverse teams as well as influence the perceptions of the team’s diversity. Studies 1a and 1b focus on the leadership preferences of members of heterogeneous versus homogeneous teams. Results show that partic…
The paradox of intragroup conflict
Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical stu…
Oxytocin promotes human ethnocentrism
Human ethnocentrism—the tendency to view one's group as centrally important and superior to other groups—creates intergroup bias that fuels prejudice, xenophobia, and intergroup violence. Grounded in the idea that ethnocentrism also facilitates within-group trust, cooperation, and coordination, we conjecture that ethnocentrism may be modulated by brain oxytocin, a peptide shown to promote cooperation among in-group members. In double-blind, place…
The Neuropeptide Oxytocin Regulates Parochial Altruism in Intergroup Conflict Among Humans
Oxytocin and Intergroup Conflict Human society is organized into groups, such as those based on nationality or religion, which can lead to intergroup conflicts, with sometimes devastating consequences. Intergroup conflict engages a human behavior termed parochial altruism: For example, a soldier who fights against the enemy at risk to themselves to protect their country is a parochial altruist. De Dreu et al. (p. 1408 ; see the cover; see the New…
Believing shapes seeing
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more l…
The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes
Ethnographers in Their Own Cultures
Ethnographers in Their Own Cultures
Believing shapes seeing
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more l…
Considering diversity
Three studies examined the role of leader consideration in diverse teams. Based on the categorization-elaboration model, we argue that leader consideration can address the negative group processes that result from categorization processes in diverse teams as well as influence the perceptions of the team’s diversity. Studies 1a and 1b focus on the leadership preferences of members of heterogeneous versus homogeneous teams. Results show that partic…
Competitive representative negotiations worsen intergroup relations
Representative negotiation affords a unique opportunity to regulate intergroup competition and conflict. Although past research has identified factors that shape representative negotiations, little is known about how such interpersonal representative negotiations influence broader intergroup relations. Here we investigate how the representative negotiation process can affect intergroup relations, irrespective of negotiation outcomes. In Experimen…
Ethnographers in Their Own Cultures
The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes
The Neuropeptide Oxytocin Regulates Parochial Altruism in Intergroup Conflict Among Humans
Oxytocin and Intergroup Conflict Human society is organized into groups, such as those based on nationality or religion, which can lead to intergroup conflicts, with sometimes devastating consequences. Intergroup conflict engages a human behavior termed parochial altruism: For example, a soldier who fights against the enemy at risk to themselves to protect their country is a parochial altruist. De Dreu et al. (p. 1408 ; see the cover; see the New…
Believing shapes seeing
Previous research has suggested that diversity effects depend on how group members perceive their group’s composition. However, what determines how diversity is perceived is unclear. We argue that the way in which group members construe their group’s diversity is shaped by group members’ beliefs about the value in diversity. Focusing on groups with objective subgroups, we show in two studies that the more group members value diversity, the more l…
Oxytocin promotes human ethnocentrism
Human ethnocentrism—the tendency to view one's group as centrally important and superior to other groups—creates intergroup bias that fuels prejudice, xenophobia, and intergroup violence. Grounded in the idea that ethnocentrism also facilitates within-group trust, cooperation, and coordination, we conjecture that ethnocentrism may be modulated by brain oxytocin, a peptide shown to promote cooperation among in-group members. In double-blind, place…
The paradox of intragroup conflict
Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical stu…
Competitive representative negotiations worsen intergroup relations
Representative negotiation affords a unique opportunity to regulate intergroup competition and conflict. Although past research has identified factors that shape representative negotiations, little is known about how such interpersonal representative negotiations influence broader intergroup relations. Here we investigate how the representative negotiation process can affect intergroup relations, irrespective of negotiation outcomes. In Experimen…
Considering diversity
Three studies examined the role of leader consideration in diverse teams. Based on the categorization-elaboration model, we argue that leader consideration can address the negative group processes that result from categorization processes in diverse teams as well as influence the perceptions of the team’s diversity. Studies 1a and 1b focus on the leadership preferences of members of heterogeneous versus homogeneous teams. Results show that partic…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
Covid-19 and the workplace
Psychology (8 works) · Social Psychology (8 works) · Gender Diversity and Inequality (5 works) · Conflict Management and Negotiation (4 works) · Group conflict (4 works) · Political science (4 works) · Economics (3 works) · Social and Intergroup Psychology (3 works) · Social Psychology (3 works) · Attachment and Relationship Dynamics (2 works)