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Oliver Christ

Bio: Oliver Christ is an academic researcher from Rolf C. Hagen Group. The author has contributed to research in topics: Outgroup & Prejudice (legal term). The author has an hindex of 39, co-authored 80 publications receiving 7489 citations. Previous affiliations of Oliver Christ include Phillips University & University of Marburg.


Papers
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Journal ArticleDOI
TL;DR: In this paper, a meta-analysis with 515 studies and more than 250,000 subjects demonstrates that intergroup contact typically reduces prejudice (mean r = −.21) and these effects typically generalize beyond the immediate outgroup members in the situation to the whole outgroup, other situations, and even to other outgroups not involved in the contact.

1,050 citations

Posted Content
TL;DR: In this paper, the authors propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions, which in turn predicts turnover intentions.
Abstract: The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self-esteem. In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.

545 citations

Journal ArticleDOI
TL;DR: In this article, the authors propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of ones task and working conditions, which in turn predicts turnover intentions.
Abstract: The social identity approach is a powerful theoretical framework for the understanding of individuals behaviour The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines ones self-esteem In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of ones task and working conditions In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions

501 citations

Journal ArticleDOI
TL;DR: In this article, predictions of social identity and self-categorization theories about the relevance of social identification in organizational contexts are presented, and different foci of identification (eg with own career, team, organization, occupation) as well as different dimensions of organizational identification (cognitive, affective, evaluative, and behavioural) can be separated.
Abstract: Predictions of social identity and self-categorization theories about the relevance of social identification in organizational contexts are presented We propose that different foci of identification (eg with own career, team, organization, occupation) as well as different dimensions of organizational identification (cognitive, affective, evaluative, and behavioural) can be separated Furthermore, these different aspects of organizational identification are assumed to be differentially associated with work-related attitudes and behaviours Predictions are first tested in a questionnaire study of 515 German school teachers Confirmatory factor analyses demonstrated that dimensions and foci can indeed be differentiated In addition, results indicate that different aspects correlate differentially with different criteria The results are cross-validated in two samples of 233 German school teachers and 358 bank accountants, respectively

458 citations

Journal ArticleDOI
TL;DR: It is argued that the relations between emotions, efficacy, and action differ for more extreme, nonnormative actions and proposed that contempt, which, unlike anger, entails psychological distancing and a lack of reconciliatory intentions, predicts non normative action.
Abstract: A recent model of collective action distinguishes 2 distinct pathways: an emotional pathway whereby anger in response to injustice motivates action and an efficacy pathway where the belief that issues can be solved collectively increases the likelihood that group members take action (van Zomeren, Spears, Fischer, & Leach, 2004). Research supporting this model has, however, focused entirely on relatively normative actions such as participating in demonstrations. We argue that the relations between emotions, efficacy, and action differ for more extreme, nonnormative actions and propose (a) that nonnormative actions are often driven by a sense of low efficacy and (b) that contempt, which, unlike anger, entails psychological distancing and a lack of reconciliatory intentions, predicts nonnormative action. These ideas were tested in 3 survey studies examining student protests against tuition fees in Germany (N = 332), Indian Muslims' action support in relation to ingroup disadvantage (N = 156), and British Muslims' responses to British foreign policy (N = 466). Results were generally supportive of predictions and indicated that (a) anger was strongly related to normative action but overall unrelated or less strongly related to nonnormative action, (b) contempt was either unrelated or negatively related to normative action but significantly positively predicted nonnormative action, and (c) efficacy was positively related to normative action and negatively related to nonnormative action. The implications of these findings for understanding and dealing with extreme intergroup phenomena such as terrorism are discussed.

451 citations


Cited by
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Journal ArticleDOI
TL;DR: The meta-analysis finds that intergroup contact typically reduces intergroup prejudice, and this result suggests that contact theory, devised originally for racial and ethnic encounters, can be extended to other groups.
Abstract: The present article presents a meta-analytic test of intergroup contact theory. With 713 independent samples from 515 studies, the meta-analysis finds that intergroup contact typically reduces intergroup prejudice. Multiple tests indicate that this finding appears not to result from either participant selection or publication biases, and the more rigorous studies yield larger mean effects. These contact effects typically generalize to the entire outgroup, and they emerge across a broad range of outgroup targets and contact settings. Similar patterns also emerge for samples with racial or ethnic targets and samples with other targets. This result suggests that contact theory, devised originally for racial and ethnic encounters, can be extended to other groups. A global indicator of Allport's optimal contact conditions demonstrates that contact under these conditions typically leads to even greater reduction in prejudice. Closer examination demonstrates that these conditions are best conceptualized as an interrelated bundle rather than as independent factors. Further, the meta-analytic findings indicate that these conditions are not essential for prejudice reduction. Hence, future work should focus on negative factors that prevent intergroup contact from diminishing prejudice as well as the development of a more comprehensive theory of intergroup contact.

6,629 citations

01 Jan 2012

3,692 citations

Journal ArticleDOI

3,152 citations

01 Jan 2002
TL;DR: In this paper, the interactions learners have with each other build interpersonal skills, such as listening, politely interrupting, expressing ideas, raising questions, disagreeing, paraphrasing, negotiating, and asking for help.
Abstract: 1. Interaction. The interactions learners have with each other build interpersonal skills, such as listening, politely interrupting, expressing ideas, raising questions, disagreeing, paraphrasing, negotiating, and asking for help. 2. Interdependence. Learners must depend on one another to accomplish a common objective. Each group member has specific tasks to complete, and successful completion of each member’s tasks results in attaining the overall group objective.

2,171 citations

Journal ArticleDOI
TL;DR: A review of the literature on identification in organizations can be found in this article, where the authors outline a continuum from narrow to broad formulations and differentiates situated identification from deep identification and organizational identification from organizational commitment.

2,130 citations