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Dive into the research topics where Sabine Otten is active.

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Featured researches published by Sabine Otten.


Small Group Research | 2004

The social identity perspective: Intergroup relations, self-conception, and small groups

Michael A. Hogg; Dominic Abrams; Sabine Otten; Steve Hinkle

The historical development, metatheoretical background, and current state of the social identity perspective in social psychology are described. Although originally an analysis mainly of intergroup relations between large-scale social categories, and more recently an analysis with a strong social cognitive emphasis, this article shows that the social identity perspective is intended to be a general analysis of group membership and group processes. It focuses on the generative relationship between collective self-conception and group phenomena. To demonstrate the relevance of the social identity perspective to small groups, the article describes social identity research in a number of areas: differentiation within groups; leadership; deviance; group decision making; organizations; computermediated communication; mobilization, collective action, and social loafing; and group culture. These are the areas in which most work has been done and which are therefore best placed for further developments in the near future.


Psychological Science | 2008

Illegitimacy Moderates the Effects of Power on Approach

Joris Lammers; Adam D. Galinsky; Ernestine Gordijn; Sabine Otten

A wealth of research has found that power leads to behavioral approach and action. Four experiments demonstrate that this link between power and approach is broken when the power relationship is illegitimate. When power was primed to be legitimate or when power positions were assigned legitimately, the powerful demonstrated more approach than the powerless. However, when power was experienced as illegitimate, the powerless displayed as much approach as, or even more approach than, the powerful. This moderating effect of legitimacy occurred regardless of whether power and legitimacy were manipulated through experiential primes, semantic primes, or role manipulations. It held true for behavioral approach (Experiment 1) and two effects associated with it: the propensity to negotiate (Experiment 2) and risk preferences (Experiments 3 and 4). These findings demonstrate that how power is conceptualized, acquired, and wielded determines its psychological consequences and add insight into not only when but also why power leads to approach.


Social Psychological and Personality Science | 2012

Power Increases Social Distance

Joris Lammers; Adam D. Galinsky; Ernestine Gordijn; Sabine Otten

Five experiments investigated the effect of power on social distance. Although increased social distance has been suggested to be an underlying mechanism for a number of the effects of power, there is little empirical evidence directly supporting this claim. Our first three experiments found that power increases social distance toward others. In addition, these studies demonstrated that this effect is (a) mediated by self-sufficiency and (b) moderated by the perceived legitimacy of power—only when power is seen as legitimate, does it increase social distance. The final two studies build off research showing that social distance is linked to decreased altruism and find an interaction between power and legitimacy on willingness to help others. The authors propose that the concept of social distance offers a synthesizing lens that integrates seemingly disparate findings in the power literature and explains how power can both corrupt and elevate.


Personality and Social Psychology Bulletin | 1996

Intergroup Discrimination in Positive and Negative Outcome Allocations: Impact of Stimulus Valence, Relative Group Status, and Relative Group Size

Sabine Otten; Amélie Mummendey; Mathias Blanz

Three studies investigated the determination of social discrimination by the valence of stimuli that are allocated between groups. The studies were based on either the minimal group paradigm or a more reality-based laboratory intergroup setting, with stimulus valence, group status, and group size as factors and with pull scores on Taifel matrices as dependent variables. In general, the results showed that group members did not discriminate against the out-group when allocating negative stimuli, where as for positive stimuli the typical in-group bias was found. However, those participants whose positive social identity was threatened by assigning them to inferior or minority groups showed an increased willingness to favor the in-group over the out-group in the allocation of both positive and negative stimuli.


Personality and Social Psychology Bulletin | 2006

Overlapping Mental Representations of Self, Ingroup, and Outgroup: Unraveling Self-Stereotyping and Self-Anchoring

Sabine Otten; Kai Epstude

Smith and collaborators presented strong response time evidence for overlapping mental representations of the self and relevant ingroups, and they interpreted their findings as reflecting that people define themselves in terms of their ingroups. Besides on inferences from ingroup to self (self-stereotyping) however, self-ingroup overlap could also be based on inferences from the self to the ingroup (self-anchoring). The present research tackled this interpretational ambiguity and empirically distinguished self-anchoring versus self-stereotyping as processes possibly under-lying self-ingroup overlap. Results from three studies revealed stronger evidence for inferences from self to ingroup (selfanchoring) than the other way round (self-stereotyping).


Personality and Social Psychology Bulletin | 2000

Positive-Negative Asymmetry in Social Discrimination: Valence of Evaluation and Salience of Categorization

Amélie Mummendey; Sabine Otten; Uwe Berger; Thomas Kessler

Several studies have consistently demonstrated a positive-negative asymmetry in intergroup discrimination. As a possible explanation for this effect, the authors investigated whether stimulus valence has an impact on the salience of social categorization, which, in turn, is assumed to determine the degree of intergroup differentiation. It was hypothesized that the confrontation with negative stimuli instigates a change in the level of inclusiveness of self-categorization, inhibiting the differentiation based on the initial social categorization. Two studies with factors valence (positive, negative) and salience (low, high) were conducted to test these assumptions. Results were encouraging with respect to a category-based explanation of the valence effects on social discrimination. Implications of these findings for classical theories on behavior in minimal intergroup situations are discussed.


European Journal of Social Psychology | 1997

Normative evaluations and frequency expectations regarding positive versus negative outcome allocations between groups

Mathias Blanz; Amélie Mummendey; Sabine Otten

Data from several recent studies consistently show a positive-negative asymmetry in social discrimination: within a minimal social situation tendencies cowards ingroup favouritism which usually appear in allocations of positively valenced resources are absent in the domain of negatively valenced stimuli. The present study investigates whether this valence-asymmetry has any correspondence to variations in normative evaluations of positive versus negative outcome allocations. For this purpose perceptions of normative appropriateness as well as frequency expectations of outside observers regarding outcome allocations made by categorized group members were investigated. Results show that parity choices were perceived as more normatively appropriate than out- or in group favouritism. While out group favouritism was judged as inappropriate as in group favouritism for positive resources, in group favouring decisions for negative resources were perceived as the least appropriate response within the minimal social situation. In addition, in contrast to results of St. Claire and Turner (1982) non-categorized subjects expected ingroup favouring decisions by group members more frequently than parity or outgroup favouring choices with respect to positively valanced resources. When, however, negative resources were to be allocated outgroup favouritism was predominantly expected. Results are discussed in terms of justice considerations and are linked to a normative account of the positive-negative asymmetry in social discrimination.


Personality and Social Psychology Review | 2016

An Integrative Model of Social Identification Self-Stereotyping and Self-Anchoring as Two Cognitive Pathways

Ruth van Veelen; Sabine Otten; Maria Rosaria Cadinu; Nina Hansen

Social identification denotes individuals’ psychological bond with their ingroup. It is an indispensable construct in research on intragroup and intergroup dynamics. Today’s understanding of social identification is firmly grounded in self-stereotyping principles (i.e., assimilation to the ingroup prototype). However, we argue for a more integrative approach to understand social identification, including a more prominent role for the personal self. We present the Integrative Model of Social Identification (IMSI) and postulate that there are two cognitive pathways to self–group overlap that can simultaneously yet distinctly explain social identification: self-stereotyping and self-anchoring (i.e., projection of personal self onto ingroup). We review different theoretical and methodological approaches to both processes and integrate them into one model. Subsequently, we empirically demonstrate the positive relationship between self-stereotyping, self-anchoring, and identification in various group contexts and individuals. In sum, our model highlights the dynamic interplay of personal and social self as cornerstones of social identification.


Group Processes & Intergroup Relations | 2014

Managing diversity: How leaders’ multiculturalism and colorblindness affect work group functioning

Loes Meeussen; Sabine Otten; Karen Phalet

Workforces are becoming increasingly diverse and leaders face the challenge of managing their groups to minimize costs and maximize benefits of diversity. This paper investigates how leaders’ multiculturalism and colorblindness affect cultural minority and majority members’ experiences of connectedness (feeling accepted or distancing from group) and relationship conflict in their group. We collected data from 29 culturally diverse student work groups and their leaders. We used repeated measures (baseline and follow-up) of group functioning and independent measures of members’ and leaders’ diversity perspectives. Multilevel analyses revealed that leaders’ diversity perspectives affect work group functioning, controlled for members’ own perspectives: Leaders’ multiculturalism predicted feeling accepted in the group for minority members. In contrast, leaders’ colorblindness predicted distancing from the group and relationship conflict for minority members. There were no significant effects of leaders’ diversity perspective on majority members and no reverse effects of prior group functioning on leaders’ diversity perspectives.


Group Processes & Intergroup Relations | 2011

Power and threat in intergroup conflict: How emotional and behavioral responses depend on amount and content of threat

Elanor Kamans; Sabine Otten; Ernestine Gordijn

We propose that in intergroup conflict threat content is important in understanding the reactions of those who experience threats the most: the powerless. Studies 1 and 2 show that powerless groups experience more threat than powerful groups, resulting in the experience of both more anger and fear. Threat content determines which emotions elicit behavior that adequately deals with the situation. When confronted with a physically threatening outgroup, fear elicits an avoidance reaction in powerless groups (Study 1). When valuable resources are threatened, anger makes powerless group members want to confront the outgroup, at least when they strongly identify with their group (Study 2). Study 3 replicates the finding that threat content determines which emotions are functional in directing behavior.

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Nina Hansen

University of Groningen

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