Study of stereotyping and prejudice in intergroup relationship from the viewpoint of social psychology

我们为这个研究项目做了两项研究。有一个实验研究和一个现场研究。实验研究考察了在合作互赖情境下，组间合作任务的结果和组间成员的构成对组间偏向和上级群体认同的影响。我们假设，在其他条件下，互补相互依赖和成功（高绩效）的结果进行合作组间任务的成员是最低的组间偏见和最高的上位群体认同。实验结果表明，成员的互补性相互依赖和高绩效提高知觉上级团体团结和上级团体合作。实地研究调查成员偏见，组间冲突和企业文化在合并公司。研究结果表明，大学生群体中存在成员偏见和群体间冲突。在合并之前，每家公司的企业文化是完全不同的。不过，现在两家前公司的员工都做出了让步。

We had two studies for this study project. There were an experimental study and a field study. The experimental study investigated how an outcome of cooperative task within intergroup and composition of intergroup influenced the intergroup bias and superordinate group identity in the context of cooperative interdependence. We hypothesized that the members in complementary interdependence and in the successful (high performance) outcome undertaking cooperative intergroup task were the lowest intergroup bias and the highest superordinate group identity in other conditions. The experimental results showed the members in complementary interdependence and in high performance enhanced perceived superordinate group unity and superordinate group collaboration.The field study investigated membership biases, intergroup conflict and the corporate culture in a merger company. The results showed that there was some membership biases and intergroup conflict. Before the merger, the corporate culture of each company was totally different. However, now the employees of two ex-companies each are making concessions.