Self-categorization, status, and social influence

By Julian A. Oldmeadow, M. Platow, M. Foddy, Donna Anderson. 2003

105 citations recorded by the source corpus.

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By Whom and When Is Women’s Expertise Recognized? The Interactive Effects of Gender and Education in Science and Engineering Teams (2014, background): “To enhance their self-esteem, people value the expertise, opinions, and skills of in-group, demographically similar team members more than those of out-group, demographically dissimilar team members (Kalkhoff and Barnum, 2000; Oldmeadow et al., 2003).”
The Gender Gap in Executive Compensation (2012, background): “…where the higher-status group (i.e., men) is evaluated more favorably on average than the lower-status group (i.e., women), even if individuals with higher status are out-group members from the perspective of female directors (Berger, Rosenholtz, and Zelditch 1980; Oldmeadow et al. 2003).”
Who Defers to Whom and Why? Dual Pathways Linking Demographic Differences and Dyadic Deference to Team Effectiveness (2015, background): “…their self-esteem, individuals are more likely to assign positive value to the perspectives and rely on the opinions of in-group members (i.e., those who share observable demographic characteristics) (Kalkhoff & Barnum, 2000; Oldmeadow et al., 2003; Tajfel, 1981, 1982; Tajfel & Turner, 1986).”