Diversity and Intergroup Relations

Sponsor: Group Communication Division
Sun, 11/17: 11:00 AM  - 12:15 PM 
Hilton 
Room: Peale A (First Floor) 
This paper session examines gender, race, and language use as critical variables for group performance and inter/intra group relations.

Chair

Mary M. Meares, University of Alabama  - Contact Me

Respondent

Emily A. Paskewitz, University of Tennessee  - Contact Me

Sponsor/Co-Sponsors

Group Communication Division
International and Intercultural Communication Division

Presentations

Effects of Avatar Gender on Negotiation in a Virtual Environment

Considerable research attention has been given to examining the role of gender in negotiation. Evidence across multiple disciplines and social contexts has consistently found that women tend to be less aggressive and achieve lower outcomes than men (Babcock & Laschever, 2009). However, to what extent sex-role stereotypes would persist in a virtual environment remains a challenging question and little has been done to examine the role that avatar gender plays in affecting negotiation strategies and outcomes. To address this research gap, we conducted an experiment in which we manipulated the gender composition of avatar dyads in negotiation. 

Author

Yutong Wu, Northwestern University  - Contact Me

Co-Author(s)

Carmen Chan, Cornell University  - Contact Me
Cordelia H. Jin, Cornell University  - Contact Me
Poppy McLeod, Cornell University  - Contact Me
Michele Williams, University of Iowa  - Contact Me

Effects of Chronic Exposure to Invalidation on People of Color in Academia

Racial microaggressions is an umbrella term for a series of ambiguous racially motivated remarks, subjugations, or invalidations (Franklin & Boyd-Franklin, 2000). These can be verbal or nonverbal, but share the characteristic of hostility towards people of color (PoC; Sue, 2010). Sue and colleagues (2007) have further refined the understanding of microaggression to include three key components: microassualts (i.e., racial name-calling); microinsults (i.e., delegitimizing PoCs); and microinvalidation (i.e., scenarios in which a PoCs feels ignored or obviated). Today, there is ample evidence to suggest that microaggressions – as a form of racism – can have detrimental effects on the wellbeing of people of color (POC). Therefore, this study seeks to explore the effects of invalidation, as a form of systemic racism and microaggression, among PoC in academia. 

Author

Jessica Wendorf Muhamad, Florida State University  - Contact Me

Co-Author

Juan S. Muhamad, Florida State University  - Contact Me

Language use and feelings of ostracism

Participants discussed their views about climate change (study 1) or the candidacy of Donald Trump (study 2) in an online group chat. After the online chat, participants assessed feelings of ostracism from the group. In both studies, participants who felt more ostracized used more you pronouns and but not fewer we pronouns. Participants who used more religious language felt more ostracized in study 1. Results are discussed within the model of language use and groups developed by Van Swol and Kane (2019). 

Author

Lyn M. Van Swol, University of Wisconsin-Madison  - Contact Me

Co-Author(s)

Paul Hangsan Ahn, University of Wisconsin-Madison  - Contact Me
Andrew Prahl, 2Nanyang Technological University  - Contact Me