Respect and Cooperation in Social Dilemmas: The Importance of Feeling Included

By David de Cremer. 2002

247 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8bd9245c4297b2054602646882af87282dcf533d

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Citations in the corpus

Self-uncertainty and responsiveness to procedural justice (2005, background): “Voice granting by an authority is perceived as a gesture of respect and appreciation, a perception that reflects positively on self-regard (De Cremer, 2002; Koper, van Knippenberg, Bouhuijs, Vermunt, & Wilke, 1993; Shroth & Shah, 2000).”
Testing and extending the group engagement model: linkages between social identity, procedural justice, economic outcomes, and extrarole behavior. (2009, unknown): “…confirms that people’s judgments about their intragroup standing (i.e., their respect judgments) influence how they relate to their groups (De Cremer, 2002; Jetten, Branscombe, & Spears, 2002; Noel, Wann, & Branscombe, 1995; Sleebos, Ellemers, & de Gilder, 2006; Smith, Tyler, Huo, Ortiz, &…”
How intragroup dynamics affect behavior in intergroup conflict: The role of group norms, prototypicality, and need to belong (2010, unknown): “We used a manipulation of prototypicality that has been successfully employed before (De Cremer, 2002; Noel et al., 1995; Van Kleef et al., 2007), providing participants with bogus feedback on a ‘personality questionnaire’.”
Why the Psychological Experience of Respect Matters in Group Life: An Integrative Account (2008, background): “…behavior and identification with the group (Simon & Sturmer, 2005; Simon, Lucken, & Sturmer, 2006); (2) cooperation in a social dilemma (De Cremer, 2002); and 3) efforts to improve the group (Branscombe, Spears, Ellemers, & Doosje, 2002; Smith & Tyler, 1997; Spears, Ellemers, & Doosje,…”
The influence of organizational respect on emotional exhaustion in the human services (2008, background): “…have been successful in doing this by increasing respect experimentally, finding that increased respect positively influences constructs similar to engagement, such as individuals’ investment in and contributions to a group (De Cremer, 2002; De Cremer & Tyler, 2005; Simon & Stürmer, 2003).”
Why inconsistent leadership is regarded as procedurally unfair: the importance of social self‐esteem concerns (2003, background): “This should increase the importance of procedural fairness (see also De Cremer, 2002a).”
Different wrongs, different remedies? Reactions to organizational remedies after procedural and interactional injustice. (2006, methodology): “Based on the work of De Cremer and his colleagues (e.g., De Cremer, 2002; De Cremer & Alberts, 2004; De Cremer & Leonardelli, 2003, De Cremer & Tyler, 2005) we argue that individuals also seek to maintain a sense of belonging to important groups.”
Is Pluralism a Viable Model of Diversity? The Benefits and Limits of Subgroup Respect (2006, background): “…of prosocial attitudes including group-serving behavior (Branscombe, Spears, Ellemers, & Doosje, 2002; Simon & Sturmer, 2003; Smith & Tyler, 1997), willingness to engage in political participation (Boeckmann & Tyler, 2002), and cooperation with group members in a social dilemma (De Cremer, 2002).”
Dominance and Prestige: Dual Strategies for Navigating Social Hierarchies (2016, background): “When group members feel closely connected with one another, they tend to be more committed to their group’s goals (De Cremer, 2002).”
Unraveling respect in organization studies (2014, background): “Individuals who feel respected by a group invest more in the group’s success (De Cremer, 2002; De Cremer and Tyler, 2005; Tyler and Blader, 2003); leaders need respect in order for followers to be influenced by them (Bass and Avolio, 1993; Conger et al., 2000; Graen and Uhl-Bien, 1995; Kouzes and…”
To Disclose or Not to Disclose? Status Distance and Self-Disclosure in Diverse Environments (2009, background): “Experimental research on inclusion in decision making also shows that people feel more respected in conditions where it is clear that all individuals’ contributions are valued (De Cremer, 2002; Simon & Stürmer, 2003).”
The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes (2008, background): “In contrast, high levels of respect have been shown to increase group members’ commitment and feelings of belongingness to the group as well as their willingness to work cooperatively ( De Cremer 2002, 2003; Simon and Sturmer 2003).”
Fairness at the Group Level: Justice Climate and Intraunit Justice Climate (2009, background): “In a similar fashion, De Cremer (2002) found that respectful treatment from peers increased the perceptions of inclusiveness and team members’ contribution to the team.”
Am I Respected or Not?: Inclusion and Reputation as Issues in Group Membership (2005, methodology): “…and Tyler, 1988) and the relational model of authority (Tyler and Lind, 1992) address the effect of respect in hierarchical social relationships, examining respect in equalpower relationships has not received that much attention (for an exception see De Cremer, 2002; Simon and Stürmer, 2003).”