Intergroup conflict and bias often occur between subgroups nested within a superordinate group. In these situations, the leader of the superordinate group plays a key role, as an intergroup leader, in reducing conflict. To be effective, an intergroup leader should avoid (1) threatening the subgroups' distinctive identities, and (2) being viewed by one or both groups as ‘one of them’ rather than ‘one of us’. Intergroup leadership theory (Acad Manag Rev, 37, 2012a, 232) posits intergroup leaders can improve subgroup relations by promoting an intergroup relational identity. Two studies (Ns = 178 and 223) tested whether an out-subgroup or in-subgroup leader could improve intergroup attitudes, even among strong subgroup identifiers, by promoting either an intergroup relational identity or a collective identity. We hypothesized an interaction of these variables demonstrating the effectiveness of an intergroup relational identity message for an out-subgroup leader in lessening ingroup bias, especially among strong subgroup identification. Our results, and a meta-analytic summary across both studies (N = 401), supported our hypothesis and intergroup leadership theory, demonstrating an intergroup relational identity is an effective strategy for improving intergroup relations.

中文翻译：

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通过有效的群体间领导力对抗群体内偏见


群体间的冲突和偏见经常发生在上级群体内嵌套的子群体之间。在这些情况下，上级群体的领导者作为群体间领导者在减少冲突方面发挥着关键作用。为了发挥作用，群体间领导者应该避免（1）威胁子群体的独特身份，以及（2）被一个或两个群体视为“他们中的一员”而不是“我们中的一员”。群体间领导理论（ Acad Manag Rev , 37 , 2012a, 232）认为群体间领导者可以通过促进群体间关系认同来改善小组关系。两项研究（ N s = 178 和 223）测试了子群体外或子群体内的领导者是否可以通过促进群体间关系认同或集体认同来改善群体间态度，即使是在强群体识别者中也是如此。我们假设这些变量的相互作用证明了组间关系身份信息对于外小组领导者在减少内群体偏见方面的有效性，特别是在强子群体认同中。我们的结果以及两项研究的荟萃分析总结（ N = 401）支持了我们的假设和群体间领导理论，证明群体间关系认同是改善群体间关系的有效策略。