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Ulrich Wagner

Bio: Ulrich Wagner is an academic researcher from University of Marburg. The author has contributed to research in topics: Outgroup & Prejudice (legal term). The author has an hindex of 42, co-authored 129 publications receiving 9201 citations.


Papers
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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: The structural equation modelling of the theoretical model of teacher stress revealed that the predications of the stress model hold true: Workload and mobbing lead to stress reactions, whereas principal support reduces the perception of workload and Mobbing.
Abstract: Background. School teaching seems to be particularly stressful. The stress model of Lazarus and colleagues and its adaptation to educational settings by Kyriacou and Sutcliffe is the basis for an analysis of antecedents and consequences of teacher stress. Aims. The first aim was to test the theoretical model of teacher stress on a large sample using structural equation statistics (study I). The results should then be cross-validated and the model enlarged by additional operationalisations (study II). Samples. Heterogeneous samples of German school teachers (study I:N = 356, study II: N = 201). Methods. In study I, standardised questionnaires measuring workload and mobbing as stressors, physical symptoms as stress reactions, and social support and self-efficacy as moderating variables. In addition to these concepts, coping strategies, burnout and absenteeism were assessed in study II. Results. The structural equation modelling in study I revealed that the predications of the stress model hold true: Workload and mobbing lead to stress reactions, whereas principal support reduces the perception of workload and mobbing. Global support and self-efficacy moderate the relationships between the variables. These results were confirmed in study II and the model was enlarged by burnout and coping strategies. With all concepts, 12% of the variance of absenteeism can be explained. Conclusions. Limitations of the studies, using cross-sectional data and self-reported measures are discussed. Practical implications for improving the situation are provided.

466 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


Cited by
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TL;DR: This article argued that social identification is a perception of oneness with a group of persons, and social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation.
Abstract: It is argued that (a) social identification is a perception of oneness with a group of persons; (b) social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation; and (c) social identification leads to activities that are congruent with the identity, support for institutions that embody the identity, stereotypical perceptions of self and others, and outcomes that traditionally are associated with group formation, and it reinforces the antecedents of identification. This perspective is applied to organizational socialization, role conflict, and intergroup relations.

8,480 citations

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

Journal ArticleDOI
TL;DR: The chapter proposes four processes: learning about the outgroup, changed behavior, affective ties, and ingroup reappraisal, and distinguishes between essential and facilitating factors, and emphasizes different outcomes for different stages of contact.
Abstract: Allport specified four conditions for optimal intergroup contact: equal group status within the situation, common goals, intergroup cooperation and authority support. Varied research supports the hypothesis, but four problems remain. 1. A selection bias limits cross-sectional studies, since prejudiced people avoid intergroup contact. Yet research finds that the positive effects of cross-group friendship are larger than those of the bias. 2. Writers overburden the hypothesis with facilitating, but not essential, conditions. 3. The hypothesis fails to address process. The chapter proposes four processes: learning about the outgroup, changed behavior, affective ties, and ingroup reappraisal. 4. The hypothesis does not specify how the effects generalize to other situations, the outgroup or uninvolved outgroups. Acting sequentially, three strategies enhance generalizationodecategorization, salient categorization, and recategorization. Finally, both individual differences and societal norms shape intergroup contact effects. The chapter outlines a longitudinal intergroup contact theory. It distinguishes between essential and facilitating factors, and emphasizes different outcomes for different stages of contact.

4,873 citations

Journal ArticleDOI
TL;DR: The main actions of GLP-1 are to stimulate insulin secretion and to inhibit glucagon secretion, thereby contributing to limit postprandial glucose excursions and acts as an enterogastrone and part of the "ileal brake" mechanism.
Abstract: Glucagon-like peptide 1 (GLP-1) is a 30-amino acid peptide hormone produced in the intestinal epithelial endocrine L-cells by differential processing of proglucagon, the gene which is expressed in ...

2,657 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