http://repub.eur.nl/res/aut/4593/ List of Publications en http://repub.eur.nl/static-eur/img/logo.png http://repub.eur.nl http://repub.eur.nl/res/pub/10620/ 2007-10-30T00:00:00Z Research on work group diversity has more or less neglected the possibility that reactions to diversity may be informed by individuals' beliefs about the value of diversity (vs. homogeneity) for their work group. We studied the role of such diversity beliefs as a moderator of the relationship between work group diversity and individuals' identification with the work group across two studies. Study 1 was a cross-sectional survey that focused on gender diversity and gender diversity beliefs. Study 2 was a laboratory experiment in which work group diversity and diversity beliefs were manipulated. Results of both studies support the prediction that work group diversity and group identification are more positively related the more individuals believe in the value of diversity http://repub.eur.nl/res/pub/11843/ 2006-06-01T00:00:00Z Two experiments tested hypotheses, derived from social identity and self-categorization theories, regarding the attribution of charisma to leaders. In Experiment 1 (N=203), in-group prototypical leaders were attributed greater levels of charisma and were perceived to be more persuasive than in-group non-prototypical leaders. In Experiment 2 (N=220), leaders described with in-group stereotypical characteristics were attributed relatively high levels of charisma regardless of their group-oriented versus exchange rhetoric. Leaders described with out-group stereotypical characteristics, however, had to employ group-oriented rhetoric to be attributed relatively high levels of charisma. We conclude that leadership emerges from being representative of `us'; charisma may, indeed, be a special gift, but it is one bestowed on group members by group members for being representative of, rather than distinct from, the group itself. http://repub.eur.nl/res/pub/12196/ 2001-11-01T00:00:00Z This study (N = 216) measured the strength of endorsements for ingroup leaders who varied in both their relative ingroup prototypicality and distributive intergroup fairness. Leadership endorsement overall was positively related to group members’ levels of social identification and negatively related to their levels of reported self-interest. Among low identifiers, however, leaders’ distributive behavior reliably predicted endorsements, with stronger endorsements provided for distributively fair than unfair leaders. Among high identifiers, in contrast, both leaders’ distributive behavior and relative ingroup prototypicality were important. Leaders high in ingroup prototypicality received strong endorsements from high identifiers regardless of the leaders’ ingroup-favoring, outgroup-favoring, or fair intergroup behavior. Leaders low in ingroup prototypicality and who were relatively similar to the outgroup received strong endorsements from high identifiers only when the leaders made ingroup-favoring distributions. These data are interpreted within a social identity theory framework.