Carsten K. W. De Dreu

Oxytonergic circuitry sustains and enables creative cognition in humans

Creativity enables humans to adapt flexibly to changing circumstances, to manage complex social relations and to survive and prosper through social, technological and medical innovations. In humans, chronic, trait-based as well as temporary, state-based approach orientation has been linked to increased capacity for divergent rather than convergent thinking, to more global and holistic processing styles and to more original ideation and creative problem solving. Here, we link creative cognition to oxytocin, a hypothalamic neuropeptide known to up-regulate approach orientation in both animals and humans. Study 1 (N = 492) showed that plasma oxytocin predicts novelty-seeking temperament. Study 2 (N = 110) revealed that genotype differences in a polymorphism in the oxytocin receptor gene rs1042778 predicted creative ideation, with GG/GT-carriers being more original than TT-carriers. Using double-blind placebo-controlled between-subjects designs, Studies 3-6 (N = 191) finally showed that intranasal oxytocin (vs matching placebo) reduced analytical reasoning, and increased holistic processing, divergent thinking and creative performance. We conclude that the oxytonergic circuitry sustains and enables the day-to-day creativity humans need for survival and prosperity and discuss implications.

Mad genius revisited: Vulnerability to psychopathology, biobehavioral approach-avoidance, and creativity.

Although many believe that creativity associates with a vulnerability to psychopathology, research findings are inconsistent. Here we address this possible linkage between risk of psychopathology and creativity in nonclinical samples. We propose that propensity for specific psychopathologies can be linked to basic motivational approach and avoidance systems, and that approach and avoidance motivation differentially influences creativity. Based on this reasoning, we predict that propensity for approach-based psychopathologies (e.g., positive schizotypy and risk of bipolar disorder) associates with increased creativity, whereas propensity for avoidance-based psychopathologies (e.g., anxiety, negative schizotypy, and depressive mood) associates with reduced creativity. Previous meta-analyses resonate with this proposition and showed small positive relations between positive schizotypy and creativity and small negative relations between negative schizotypy and creativity and between anxiety and creativity. To this we add new meta-analytic findings showing that risk of bipolar disorder (e.g., hypomania, mania) positively associates with creativity (k = 28, r = .224), whereas depressive mood negatively associates (albeit weakly) with creativity (k = 39, r = -.064). Our theoretical framework, along with the meta-analytic results, indicates when and why specific psychopathologies, and their inclinations, associate with increased or, instead, reduced creativity. (PsycINFO Database Record

Think Leader, Think White? Capturing and Weakening an Implicit Pro-White Leadership Bias

Across four studies, we found evidence for an implicit pro-White leadership bias that helps explain the underrepresentation of ethnic minorities in leadership positions. Both White-majority and ethnic minority participants reacted significantly faster when ethnically White names and leadership roles (e.g., manager; Study 1) or leadership traits (e.g., decisiveness; Study 2 & 3) were paired in an Implicit Association Test (IAT) rather than when ethnic minority names and leadership traits were paired. Moreover, the implicit pro-White leadership bias showed discriminant validity with the conventional implicit bias measures (Study 3). Importantly, results showed that the pro-White leadership bias can be weakened when situational cues increase the salience of a dual identity (Study 4). This, in turn, can diminish the explicit pro-White bias in promotion related decision making processes (Study 4). This research offers a new tool to measure the implicit psychological processes underlying the underrepresentation of ethnic minorities in leadership positions and proposes interventions to weaken such biases.

Creative cognition and dopaminergic modulation of fronto-striatal networks: Integrative review and research agenda

Creative cognition is key to human functioning yet the underlying neurobiological mechanisms are sparsely addressed and poorly understood. Here we address the possibility that creative cognition is a function of dopaminergic modulation in fronto-striatal brain circuitries. It is proposed that (i) creative cognition benefits from both flexible and persistent processing, (ii) striatal dopamine and the integrity of the nigrostriatal dopaminergic pathway is associated with flexible processing, while (iii) prefrontal dopamine and the integrity of the mesocortical dopaminergic pathway is associated with persistent processing. We examine this possibility in light of studies linking creative ideation, divergent thinking, and creative problem-solving to polymorphisms in dopamine receptor genes, indirect markers and manipulations of the dopaminergic system, and clinical populations with dysregulated dopaminergic activity. Combined, studies suggest a functional differentiation between striatal and prefrontal dopamine: moderate (but not low or high) levels of striatal dopamine benefit creative cognition by facilitating flexible processes, and moderate (but not low or high) levels of prefrontal dopamine enable persistence-driven creativity.

In-group defense, out-group aggression, and coordination failures in intergroup conflict

Significance Across a range of domains, from group-hunting predators to laboratory groups, companies, and nation states, we find that out-group aggression is less successful because it is more difficult to coordinate than in-group defense. This finding explains why appeals for defending the in-group may be more persuasive than appeals to aggress a rivaling out-group and suggests that (third) parties seeking to regulate intergroup conflict should, in addition to reducing willingness to contribute to one’s group’s fighting capacity, undermine arrangements for coordinating out-group aggression, such as leadership, communication, and infrastructure. Intergroup conflict persists when and because individuals make costly contributions to their group’s fighting capacity, but how groups organize contributions into effective collective action remains poorly understood. Here we distinguish between contributions aimed at subordinating out-groups (out-group aggression) from those aimed at defending the in-group against possible out-group aggression (in-group defense). We conducted two experiments in which three-person aggressor groups confronted three-person defender groups in a multiround contest game (n = 276; 92 aggressor–defender contests). Individuals received an endowment from which they could contribute to their group’s fighting capacity. Contributions were always wasted, but when the aggressor group’s fighting capacity exceeded that of the defender group, the aggressor group acquired the defender group’s remaining resources (otherwise, individuals on both sides were left with the remainders of their endowment). In-group defense appeared stronger and better coordinated than out-group aggression, and defender groups survived roughly 70% of the attacks. This low success rate for aggressor groups mirrored that of group-hunting predators such as wolves and chimpanzees (n = 1,382 cases), hostile takeovers in industry (n = 1,637 cases), and interstate conflicts (n = 2,586). Furthermore, whereas peer punishment increased out-group aggression more than in-group defense without affecting success rates (Exp. 1), sequential (vs. simultaneous) decision-making increased coordination of collective action for out-group aggression, doubling the aggressor’s success rate (Exp. 2). The relatively high success rate of in-group defense suggests evolutionary and cultural pressures may have favored capacities for cooperation and coordination when the group goal is to defend, rather than to expand, dominate, and exploit.

Oxytocin promotes intuitive rather than deliberated cooperation with the in-group

Abstract A contribution to a special issue on Hormones and Human Competition. In intergroup settings, individuals prefer cooperating with their in‐group, and sometimes derogate and punish out‐groups. Here we replicate earlier work showing that such in‐group bounded cooperation is conditioned by oxytocin and extend it by showing that oxytocin‐motivated in‐group cooperation is intuitive rather than deliberated. Healthy males (N = 65) and females (N = 129) self‐administered intranasal placebo or 24 IU oxytocin in a double‐blind placebo‐controlled between‐subjects design, were assigned to a three‐person in‐group (that faced a 3‐person out‐group), and given an endowment from which they could contribute to a within‐group pool (benefitting the in‐group), and/or to a between‐group pool (benefitting the in‐group and punishing the out‐group). Prior to decision‐making, participants performed a Stroop Interference task that was either cognitively taxing, or not. Cognitively taxed individuals kept less to themselves and contributed more to the within‐group pool. Furthermore, participants receiving placebo contributed more to the within‐group pool when they were cognitively taxed rather than not; those receiving oxytocin contributed to the within‐group pool regardless of cognitive taxation. Neither taxation nor treatment influenced contributions to the between‐group pool, and no significant sex differences were observed. It follows that in intergroup settings (i) oxytocin increases in‐group bounded cooperation, (ii) oxytocin neither reduces nor increases out‐group directed spite, and (iii) oxytocin‐induced in‐group cooperation is independent of cognitive taxation and, therefore, likely to be intuitive rather than consciously deliberated. HighlightsWe replicate that oxytocin motivates in‐group bounded, parochial cooperation (PC).Reducing executive control increases PC when given placebo and not under oxytocin.Effects of oxytocin on PC appear similar in male and female subjects.Oxytocin‐motivated PC appears an intuitive rather than controlled strategy.PC rests on expected indirect reciprocity rather than social identity striving.

Oxytocin modulates third-party sanctioning of selfish and generous behavior within and between groups

Human groups function because members trust each other and reciprocate cooperative contributions, and reward others cooperation and punish their non-cooperation. Here we examined the possibility that such third-party punishment and reward of others trust and reciprocation is modulated by oxytocin, a neuropeptide generally involved in social bonding and in-group (but not out-group) serving behavior. Healthy males and females (N=100) self-administered a placebo or 24 IU of oxytocin in a randomized, double-blind, between-subjects design. Participants were asked to indicate (incentivized, costly) their level of reward or punishment for in-group (outgroup) investors donating generously or fairly to in-group (outgroup) trustees, who back-transferred generously, fairly or selfishly. Punishment (reward) was higher for selfish (generous) investments and back-transfers when (i) investors were in-group rather than outgroup, and (ii) trustees were in-group rather than outgroup, especially when (iii) participants received oxytocin rather than placebo. It follows, first, that oxytocin leads individuals to ignore out-groups as long as out-group behavior is not relevant to the in-group and, second, that oxytocin contributes to creating and enforcing in-group norms of cooperation and trust.

Assessing Emotional Vocalizations from Cultural In-Group and Out-Group Depends on Oxytocin

Group-living animals, humans included, produce vocalizations like screams, growls, laughs, and victory calls. Accurately decoding such emotional vocalizations serves both individual and group functioning, suggesting that (i) vocalizations from in-group members may be privileged, in terms of speed and accuracy of processing, and (ii) such processing may depend on evolutionary ancient neural circuitries that sustain and enable cooperation with and protection of the in-group against outside threat. Here, we examined this possibility and focused on the neuropeptide oxytocin. Dutch participants self-administered oxytocin or placebo (double-blind, placebo-controlled study design) and responded to emotional vocalizations produced by cultural in-group members (Native Dutch) and cultural out-group members (Namibian Himba). In-group vocalizations were recognized faster and more accurately than out-group vocalizations, and oxytocin enhanced accurate decoding of specific vocalizations from one’s cultural out-group—triumph and anger. We discuss possible explanations and suggest avenues for new research.

Pupil mimicry and trust – Implication for depression

Individuals suffering from depression often have difficulty trusting others. Previous research has shown a relationship between trust formation and pupil mimicry - the synchronization of pupil sizes between individuals. The current study therefore examined whether pupil mimicry is weaker in depressed individuals and an underlying factor of their low levels of trust. Forty-two patients with major depressive disorder (MDD) and 40 healthy control subjects played trust games with virtual partners. Images of these partners eye regions were presented to participants before they had to make a monetary investment decision. Partners pupils either dilated, constricted, or remained static over the course of 4-s interactions. During the task, participants pupil sizes were recorded with eye-tracking equipment to assess mimicry. The results confirm that patients with MDD were somewhat less trusting than controls and used anothers pupillary cues differently when deciding to trust. Specifically, whereas healthy controls trusted partners with dilating pupils more than partners with constricting pupils, patients with MDD particularly trusted partners whose pupils changed in size less, regardless of whether partners pupils were dilating or constricting. This difference in investment behavior was unrelated to differences in pupil mimicry, which was equally apparent in both groups and fostered trust to the same extent. Whereas lower levels of trust observed in patients with MDD could not be explained by differences in pupil mimicry, our data show that pupil dilation mimicry might help people to trust. These findings provide further evidence for the important role of pupil size and pupil mimicry in interpersonal trust formation and shed light on the pathophysiology of clinically low trust in patients with MDD.

The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals

We examined how formal organizational diversity policies affect minorities’ leadership-relevant self-perceptions and goals in two experiments. Organizational mission statements were manipulated to reflect policies acknowledging and valuing subgroup differences (Multiculturalism), de-emphasizing subgroup differences while valuing interindividual differences (Value-in-Individual Differences), or de-emphasizing differences in favor of an overarching group membership (Value-in-Homogeneity). Study 1 (N = 162) showed that, compared with Value-in-Homogeneity policies, Multiculturalism or Value-in-Individual Differences policies increase perceptions of an open diversity climate, which in turn enhance leadership self-efficacy of situational minority employees. Focusing on racial–ethnic minority and majority employees, Study 2 (N = 119) replicated and extended these findings by revealing similar results on anticipated leadership self-efficacy, positive outcome expectations, and the willingness to apply for higher level leadership positions.