Leadership and Power: Identity Processes in Groups and Organizations

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Edited by: Daan van Knippenberg & Michael A. Hogg

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    List of Contributors

    Robert Baron is Professor of Psychology at the University of Iowa. He has published widely on topics in group influence including papers on group polarization, conformity and indoctrination procedures. He (with Norbert Kerr) is the author of Group process, group decision, group action (Open University Press, 2003).

    Martin M. Chemers is the Dean of Social Sciences and Professor of Psychology at the University of California at Santa Cruz. Prior to this appointment he was the Henry R. Kravis Professor of Leadership and Organisational Psychology and Director of the Kravis Leadership Institute at Claremont McKenna College. He was previously on the faculties of the Universities of Illinois, Delaware, Washington, and Utah where he was chair of the Department of Psychology. Since receiving his PhD in Social Psychology from the University of Illinois in 1968, he has been an active researcher and has published seven books and many articles on leadership, culture and organizational diversity. Dr Chemers’ books have been translated into German, Japanese, Swedish, Spanish, and Portuguese. His most recent book, An integrative theory of leadership (Lawrence Erlbaum Associates) was published in autumn 1997. The Japanese edition was published in 1999.

    Kevin Crawley was, from 1980 to 1990, Co-Director of Unbound, Inc, a residential counselling center for former members of totalist groups. He wrote ‘Reintegration of exiting cult members with their families: A brief intervention model’ (Cultic Studies Journal, vol. 7, no. 1), with Diana Paulina and Ron White. He is currently an interactive specialist with the City of Iowa City.

    David De Cremer obtained his PhD in 1999 with highest honours at the University of Southampton. He was the recipient of the British Psychology Society Award for ‘Outstanding PhD in Social Psychology’. From September 1999 to 2001 he was first assistant professor and subsequently associate professor of organizational behavior at the Department of Economics and Business Administration at Maastricht University, The Netherlands. Currently he is associate professor of psychology at the Department of Experimental Psychology, Maastricht University, and obtained a research fellowship from the Netherlands Organization for Scientific Research (NWO) for the period 2001–2006. His main research interests include social dilemmas, leadership, the psychology of distribution rules, and the relationship between self and procedural justice.

    Carsten K.W. De Dreu (PhD, University of Groningen, 1993) is Professor of Organizational Psychology at the University of Amsterdam. His research is concerned with social conflict, negotiation, and group decision making. His work has been published in the major outlets in both social and organizational psychology. Carsten de Dreu is currently Associate Editor of Group Processes and Intergroup Relations, and of Journal of Organizational Behavior.

    Alice H. Eagly is a Professor of Psychology at Northwestern University. Earlier she served on the faculties of Purdue University, University of Massachusetts in Amherst, and Michigan State University and Faculty Fellow in the Institute for Policy Research and held visiting professor appointments at University of Tuebingen, Harvard University, and University of Illinois. Eagly earned her doctoral degree in social psychology from the University of Michigan and her bachelor's degree from Harvard University. She has published widely on the psychology of attitudes, especially attitude change and attitude structure. She is equally devoted to the study of gender. In both of these areas, she has carried out primary research and meta-analyses of research literature. She is the author of Sex differences in social behavior: A social role interpretation (Lawrence Erlbaum Associates, 1987) and, with co-author Shelly Chaiken The psychology of attitudes (Harcourt Brace Jovanovich, 1993) and the co-editor of two volumes. Eagly is also the author of numerous journal articles, chapters, notes, and reviews in her research specialities. She has served as president of the Midwestern Psychological Association, president of the Society of Personality and Social Psychology and chair of the Board of Scientific Affairs of the American Psychological Association. She has received several awards, including the Distinguished Scientist Award of the Society for Experimental Social Psychology, the Donald Campbell Award for Distinguished Contribution to Social Psychology, the Gordon Allport Award of the Society for the Psychological Study of Social Issues, and the Citation as Distinguished Leader for Women in Psychology from the American Psychological Association.

    Margaret Foddy is Professor of Psychology and Sociology at Carleton University in Ottawa, Canada. Her research is concerned with social dilemmas, status relations in groups, and the social psychology of the self. Her most recent books are edited volumes, Resolving social dilemmas (with Smithson, Schneider & Hogg) (Psychology Press, 1999), and Self and identity: Personal, social and symbolic (with Kashima & Platow) (Lawrence Erlbaum, 2002).

    Diana M. Grace is a PhD student at the Australian National University. Her primary area of research is self-categorization and social influence in children. She has published journal articles and chapters on the topics of categorization, social influence, and stereotyping.

    Stephanie A. Goodwin is an assistant professor of psychology and women's studies at Purdue University. She received her PhD in social and personality psychology from the University of Massachusetts at Amherst where she first became interested in the study of social power. In addition to her research on social power and judgment, she is investigating the role of non-conscious processes in inter-group biases.

    Rosalie J. Hall received her PhD in Industrial/Organizational Psychology from the University of Maryland in 1988. She has been at the University of Akron (USA) since that time and is currently an Associate Professor in the Department of Psychology, and a member of the Institute for LifeSpan Development. Her work focuses on issues of interpersonal perceptions in organizational settings, and research methodology and statistics.

    Alex Haslam is Professor of Social and Organisational Psychology at the University of Exeter. Formerly an associate editor of the British Journal of Social Psychology, he is currently editor of the European Journal of Social Psychology and serves on the board of a number of international journals. His most recent book is Psychology in organizations: The social identity approach (Sage, 2001).

    Michael Hogg is Professor of Social Psychology at the University of Queensland, an Australian Research Council Professorial Fellow, and a Fellow of the Academy of the Social Sciences in Australia. He is editor of the journal Group Processes and Intergroup Relations, and series editor of Essential Texts in Social Psychology. He has a PhD from Bristol University, and has held research and teaching positions at Bristol University, Macquarie University, the University of Melbourne, Princeton University, the University of California, Los Angeles, and the University of California, Santa Cruz, and the University of California, Santa Barbara. Michael Hogg's research is in the areas of group processes, intergroup relations and self-conception, and he has been closely associated with the development of the social identity perspective. He has published 200 scholarly books, chapters and articles on these topics. Leadership, the topic of his contribution to this book, has been a core research topic of his for over a decade.

    Nick Hopkins is a social psychologist at Dundee University and has research interests in social influence, stereotyping and the organization of collective action. These interests are pursued in Self and nation (co-authored with Steve Reicher and published by Sage, 2001) which explores the strategic construction of national identity in political mobilization. Current research addresses the reception of such identity constructions and their consequences for action.

    Roderick M. Kramer is the William R. Kimball Professor of Organizational Behaviour at the Graduate School of Business, Stanford University. His current research interests are trust and distrust in organizations, organizational paranoia, cooperation, and organizational creativity. He is the author or co-author of over 75 scholarly articles. His research has appeared in numerous academic journals and books, including Administrative Science Quarterly, Annual Review ofPsychology, Journal of Personality and Social Psychology, Journal of Experimental Social Psychology, Journal of Conflict Resolution, Research in Organizational Behavior, and Organizational Behavior and Human Decision Processes. He is also co-editor of a number of books, including most recently Negotiation as a social process, with David M. Messick (Sage Publications, 1995), Trust in organizations: Frontiers of theory and research, with Tom Tyler (Sage Publications, 1996), The psychology of the social self, with Tom Tyler and Oliver John (Lawrence Erlbaum Publishers, 1999), and Power and influence in organizations, with Margaret Neale (Sage Publications, 1998). He has been an Associate Editor for Administrative Science Quarterly, and has served on the editorial boards of Organization Science and Organizational Behavior and Human Decision Processes. He has been a visiting professor at the Kennedy School of Government at Harvard University, Oxford University, London Business School, and the Kellogg Graduate School of Management at Northwestern University. He earned his PhD in social psychology from the University of California Los Angeles in 1985.

    Robin Martin is an Associate Professor of Psychology and Director of the Centre for Organizational Psychology at the University of Queensland. He has research interests in both social and organizational psychology. He received his doctorate from the Open University with a thesis examining the effects of social categorization on minority influence. Following this he spent five years as a research fellow at the MRC/ESRC Social and Applied Psychology Unit at Sheffield University. During that time he was involved in projects examining the psychological and organizational implications of computer-controlled technology in manufacturing organizations. After leaving Sheffield, he held lecturing positions at the University of Wales, Swansea, and at Cardiff University. Following a sabbatical visit to the University of Queensland, he moved to his present position in 2000. In addition to his academic work, he has acted as a management consultant to a large number of public and private organizations. Robin's research interests are in attitude change, persuasion, majority and minority influence, workplace motivation and leadership, teamwork, and job relocation.

    Sik Hung Ng is Professor of Social Psychology and Head of the Department of Applied Social Studies at the City University of Hong Kong. He is author of The social psychology of power (Academic Press, 1980), and, with James Bradac, Power in language: Verbal communication and social influence (Sage, 1993).

    Robert G. Lord received his PhD in organizational psychology from Carnegie-Mellon University in 1975. He has been at the University of Akron since that time and is currently a professor in the Department of Psychology. He is a fellow of the Society for Industrial and Organizational Psychology and a founding fellow of the American Psychological Society. He has published extensively on topics related to motivation, self-regulation, social cognition, leadership processes, leadership perceptions, information processing. He co-authored Leadership and information processing: Linking perceptions and performance,(Routledge, 1991) with Karen J. Maher and co-edited Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior with Richard Klimoski and Ruth Kanfer (Jossey-Bass, 2002). He also served as associate editor of the Journal of Applied Psychology.

    Diana Paulina was from 1980 to 1990, co-director of Unbound, Inc, a residential counselling center for former members of totalist groups. She has taught at High School Level. She wrote Reintegration of exiting cult members with their families: A brief intervention model with Kevin Crawley and Ron White. She currently is Vice President at Avalon Network inc.

    Michael Platow is a senior lecturer in the School of Psychology at the Australian National University. His research uses social identity and self-categorization principles to study the social psychology of distributive and procedural justice, leadership, trust, social influence, and the self. Some lessons from this work are applied in his recent book Giving professional presentations in the behavioral sciences (Psychology Press, 2002).

    Stephen Reicher is a social psychologist at the University of St Andrews. He has a general interest in group processes, especially mass social behavior, alongside more specific interests in political rhetoric and leadership. His most recent text on these issues (jointly with Nick Hopkins) is Self and nation (Sage, 2001) which analyses the use which politicians and activists make of national categories in order to mobilize their constituencies.

    Scott Reid is an Assistant Professor in the Department of Communication at the University of California, Santa Barbara. Scott's research is framed by interests in intergroup relations, social identity, language, and power.

    Cecilia L. Ridgeway is Professor of Sociology at Stanford University. She received her PhD in sociology from Cornell University. She is particularly interested in the role that social hierarchies in everyday interaction play in the larger processes of stratification and inequality in a society. Current projects include empirical tests of status construction theory, which is a theory about the power of interactional contexts to create and spread status beliefs about social differences. Other work addresses the role of interactional processes in preserving gender inequality despite major changes in the socioeconomic organization of society. In addition to research and teaching, she is currently the editor of Social Psychology Quarterly.

    Tom Tyler is a University Professor of Psychology at New York University. His research explores authority dynamics in political, legal, and work organizations. In particular, he studies the role of procedural justice in shaping people's attitudes, feelings, and behaviors in groups, organizations, and societies.

    Gerben A. van Kleef (MA, University of Amsterdam, 2000) is a PhD student in Organizational Psychology at the University of Amsterdam. His main stream of research concerns the interpersonal effects of emotions in negotiation.

    Barbara van Knippenberg is Assistant Professor at the Psychology Department of the Vrije University in The Netherlands. Barbara's research interests include power and leadership, influence tactics, justice and identity processes in organizations.

    Daan van Knippenberg is Professor of Organizational Behavior at the Rotterdam School of Management, Erasmus University Rotterdam, The Netherlands. Daan van Knippenberg's research is in the area of group processes (leadership, influence, diversity, decision making, performance; organizational identifications). In addition to the present volume, he co-edited Social identity at work: Developing theory for organizational practice (Psychology Press, 2003) with Alexander Haslam, Michael Platow, and Naomi Ellemers, and edited a special issue on social identity processes in organizations of Group Processes and Intergroup Relations together with Michael Hogg.

    Karen Weeden is a PhD candidate in organizational psychology at the University of Queensland. She graduated from the Open University and obtained an MSc from the University of Hull. She is currently working on her dissertation research, which focuses on emotion, cognition and appraisal in the workplace. She is also interested in inter-group relations between leaders and followers, narratives, and implicit theories in organizations.

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