The Common Ingroup Identity Model for reducing intergroup bias: Progress and challenges.

By S. Gaertner, John F. Dovidio, J. Nier, Brenda S. Banker, Christine M. Ward, M. Houlette, S. Loux. 2000

124 citations recorded by the source corpus.

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What Motivates Employees to Transfer Knowledge Outside Their Work Unit? (2005, background): “Ample research has shown that encouraging individuals to focus on shared or “superordinate” goals can successfully reduce intergroup competition and reduce ingroup bias (e.g., Brewer & Brown, 1998; Gaertner et al., 2000).”
The skill paradox: explaining and reducing employment discrimination against skilled immigrants (2015, unknown): “…a basis for inclusive HRM strategies If social identity motives underlie biases against qualified immigrant applicants, organizations might affect these biases through managing these motives, for example, by using the common ingroup identity model (Gaertner & Dovidio, 2000; Gaertner et al., 2000).”
‘Gringos’ in Mexico: Cross-Sectional and Longitudinal Effects of Language School-Promoted Contact on Intergroup Bias (2003, background): “Dual identity (Gaertner et al., 2000) constitutes an amalgam of salient categorization and recategorization, within which original group identities are maintained, though within the context of a superordinate identity (Hornsey & Hogg, 1999, 2000; cf. Mummendey & Wenzel, 1999).”