Reducing intergroup conflict is a significant leadership challenge. Leaders can alleviate conflict by promoting a collective, dual, or intergroup relational identity, but they should avoid provoking subgroup identity distinctiveness threat. Drawing on intergroup leadership theory, we conducted an experiment (N = 184) examining evaluations of a leader who promoted a dual, collective, or intergroup relational identity under low or high subgroup identity distinctiveness threat. We hypothesized that identity distinctiveness threat would improve evaluations of a leader promoting an intergroup relational identity, and worsen evaluations of a leader promoting a collective identity. Although a leader promoting a dual identity is typically preferred to one promoting a collective identity, we expected a leader promoting dual identity to receive worse evaluations than a leader promoting an intergroup relational identity. These hypotheses were supported, providing additional support for intergroup leadership theory and demonstrating the utility of employing intergroup relational identity rhetoric.

中文翻译：

---

分散的群体需要领导：对集体认同，双重认同和群体间关系认同修辞学有效性的研究

减少群体间的冲突是一项重大的领导挑战。领导者可以通过促进集体，双重或群体间的关系认同来缓解冲突，但他们应避免挑起亚群体认同的独特性威胁。借鉴群际领导理论，我们进行了一项实验（ñ = 184）检查对在低或高子群身份独特性威胁下提升双重，集体或群体间关系身份的领导者的评价。我们假设身份独特性威胁将改善对促进群体间关系身份的领导者的评估，并恶化对促进集体身份的领导者的评估。尽管倡导双重身份的领导者通常优于倡导集体身份的领导者，但我们期望倡导双重身份的领导者比倡导群体间关系身份的领导者获得更差的评价。这些假设得到支持，为集团间领导理论提供了额外的支持，并证明了采用集团间关系身份修辞的效用。