This chapter presents an outline of a theory of intergroup conflict and some preliminary data relating to the theory. Much of the work on the social psychology of intergroup relations has focused on patterns of individual prejudices and discrimination and on the motivational sequences of interpersonal interaction. The intensity of explicit intergroup conflicts of interests is closely related in human cultures to the degree of opprobrium attached to the notion of "renegade" or "traitor." The basic and highly reliable finding is that the trivial, ad hoc intergroup categorization leads to in-group favoritism and discrimination against the out-group. Many orthodox definitions of "social groups" are unduly restrictive when applied to the context of intergroup relations. The equation of social competition and intergroup conflict rests on the assumptions concerning an "ideal type" of social stratification in which the salient dimensions of intergroup differentiation are those involving scarce resources.

The social identity theory of intergroup behavior

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Using Multivariate Statistics

Basics of qualitative research: Grounded theory procedures and techniques

INDIVIDUAL PROCESSES IN INTERGROUP BEHAVIOR 3 From Individual to Group Impressions 3 GROUP MEMBERSHIP AND INTERGROUP BEHAVIOR 7 The Scope and Range of Ethnocentrism 8 The Development of Ethnocentrism 9 Intergroup Conflict and Competition 12 Interpersonal and intergroup behavior 13 Intergroup conflict and group cohesion 15 Power and status in intergroup behavior 16 Social Categorization a d Intergroup Behavior 20 Social categorization: cognitions, values, and groups 20 Social categorization a d intergroup discrimination 23 Social identity and social comparison 24 THE REDUCTION FINTERGROUP DISCRIMINATION 27 Intergroup Cooperation and Superordinate Goals " 28 Intergroup Contact. 28 Multigroup Membership and "lndividualizat~’on" of the Outgroup 29 SUMMARY 30

Social Psychology of Intergroup Relations

Stereotype research emphasizes systematic processes over seemingly arbitrary contents, but content also may prove systematic. On the basis of stereotypes' intergroup functions, the stereotype content model hypothesizes that (a) 2 primary dimensions are competence and warmth, (b) frequent mixed clusters combine high warmth with low competence (paternalistic) or high competence with low warmth (envious), and (c) distinct emotions (pity, envy, admiration, contempt) differentiate the 4 competence-warmth combinations. Stereotypically, (d) status predicts high competence, and competition predicts low warmth. Nine varied samples rated gender, ethnicity, race, class, age, and disability out-groups. Contrary to antipathy models, 2 dimensions mattered, and many stereotypes were mixed, either pitying (low competence, high warmth subordinates) or envying (high competence, low warmth competitors). Stereotypically, status predicted competence, and competition predicted low warmth.

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A model of (often mixed) stereotype content: Competence and warmth respectively follow from perceived status and competition.

Elderly self-disclosure: Interactional and intergroup issues

Introduction the communicative contexts of accommodation

To test hypotheses about intra- and intergenerational communication perceptions, nonmanagerial-level bankers (n = 348) in two nations (Thailand and United States) self-assessed their communication beliefs on the Global Perceptions of Intergenerational Communication scale. Communication accommodation theory was used as a theoretical backdrop. Results revealed that older bankers were seen as more nonaccommodating (e.g., more negative, more ordering) than young bankers, though young bankers still felt more obligation to be respectful (e.g., hold back opinions) with older bankers than to their same-age group. In addition, managers were seen as more nonaccommodating than nonmanagers. Cross-cultural findings emerged to the extent that Thai bankers perceived others, in general, as less accommodating (e.g., supportive, helpful) and more nonaccommodating than did their American counterparts; hence, workplace conversations were at least partially viewed as more difficult in Thailand than in the United States. Research on religious and philosophical traditions, cultural convergence and divergence, modernity, and workplace homogenization were invoked to interpret the above findings.

Communication with people of different ages in the workplace : Thai and American data

Social Psychology and Applied Linguistics: Towards an Integrative Approach

This paper reexamines the potential impact of the English-only movement on linguistic minorities and Anglos' perceptions of their own and minority groups' language vitality. Of particular interest is the Hispanic population - the fastest growing minority in the U.S. Communication scholars have paid only scant attention to the English-only movement and how it affects the social and communication climate for Latinos. However, literature reviews prepared for the American Psychological Association and for Teachers of English to Speakers of Other Languages (in 1991 and 1995, respectively) concluded that English-only initiatives have negative consequences for limited-English proficiency groups. Revisiting this still-growing issue in the light of more recent studies across disciplines and media reports, we examine how Anglo support for English-only policies limits the use, promotion, and salience of minority languages like Spanish in institutional settings and in the linguistic landscape and suggest directions for future research.

Howard Giles

Papers

Elderly self-disclosure: Interactional and intergroup issues

Introduction the communicative contexts of accommodation

Communication with people of different ages in the workplace : Thai and American data

Social Psychology and Applied Linguistics: Towards an Integrative Approach

The English-only movement: A communication analysis of changing perceptions of language vitality