Carsten de Dreu

Last updated

Carsten Karel Willem de Dreu (born 6 July 1966, Borger) [1] is a Professor at the University of Groningen. He previously taught social psychology at Leiden University and Behavioral Economics at the University of Amsterdam. [2] He is member of the Royal Netherlands Academy of Arts and Sciences and research affiliate at the German Primate Center in Gottingen.

Contents

De Dreu received his PhD in social and organizational psychology from the University of Groningen (1993) and was president of the European Association of Social Psychology (2008 – 2011) [3] and the International Association for Conflict Management (2000 – 2002). [4] In 2016 he was named Distinguished Research Fellow at the University of Oxford. [5]

Research

De Dreu works at the intersection of social psychology, (neuro)biology, and behavioral economics. He studies the mechanisms and functions of creativity, and cooperation and conflict within and between groups, including negotiation and conflict resolution, and group decision making. His research uses a mixture of laboratory experiments, organizational field studies, and meta-analyses. [6] With Laurie Weingart and Evert van de Vliert, he conducted pioneering work on the influence of different types of conflict—whether task or relationship focused—on team performance, innovation, and job satisfaction [7] [8] Furthermore, he uncovered a key role for social preferences in predicting successful negotiation and dispute resolution. With Matthijs Baas and Bernard Nijstad he developed the Dual Pathway to Creativity Model, which predicts creative cognition and performance as the result of loose, flexible thinking on the one hand, and persistent, effortful processing on the other. [9] [10] His most recent work focuses on attack-defense dynamics during intergroup conflict and the neurohormonal bases of self-sacrifice. [11] Using behavioral game theory and neuroscience methods, he showed how the hypothalamic neuropeptide oxytocin modelates self-sacrifice and defensive aggression in human decision-making during intergroup conflict. [12] [13]

Awards and honors

Key publications

Related Research Articles

Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.

<span class="mw-page-title-main">Oxytocin</span> Peptide hormone and neuropeptide

Oxytocin is a peptide hormone and neuropeptide normally produced in the hypothalamus and released by the posterior pituitary. Present in animals since early stages of evolution, in humans it plays roles in behavior that include social bonding, love, reproduction, childbirth, and the period after childbirth. Oxytocin is released into the bloodstream as a hormone in response to sexual activity and during childbirth. It is also available in pharmaceutical form. In either form, oxytocin stimulates uterine contractions to speed up the process of childbirth. In its natural form, it also plays a role in maternal bonding and milk production. Production and secretion of oxytocin is controlled by a positive feedback mechanism, where its initial release stimulates production and release of further oxytocin. For example, when oxytocin is released during a contraction of the uterus at the start of childbirth, this stimulates production and release of more oxytocin and an increase in the intensity and frequency of contractions. This process compounds in intensity and frequency and continues until the triggering activity ceases. A similar process takes place during lactation and during sexual activity.

In-group favoritism, sometimes known as in-group–out-group bias, in-group bias, intergroup bias, or in-group preference, is a pattern of favoring members of one's in-group over out-group members. This can be expressed in evaluation of others, in allocation of resources, and in many other ways.

Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.

<span class="mw-page-title-main">Spinoza Prize</span> Dutch scientific award

The Spinoza Prize is an annual award of 1.5 million euro prize money, to be spent on new research given by the Dutch Research Council (NWO). The award is the highest scientific award in the Netherlands. It is named after the philosopher Baruch de Spinoza.

<span class="mw-page-title-main">Mark van Vugt</span> Dutch evolutionary psychologist (born 1967)

Mark van Vugt is a Dutch evolutionary psychologist who holds a professorship in evolutionary psychology and work and organizational psychology at the VU University Amsterdam. Van Vugt has affiliate positions at the University of Oxford, Institute for Cognitive and Evolutionary Anthropology (ICEA).

<span class="mw-page-title-main">Rolf van Dick</span> German psychologist

Rolf van Dick is a German social psychologist.

<span class="mw-page-title-main">Amélie Mummendey</span> German social psychologist (1944–2018)

Amélie Mummendey was a German social psychologist. From 2007 until her death, she was a Vice-Rector for the Graduate Academy at the Friedrich Schiller University Jena.

<span class="mw-page-title-main">Conflict (process)</span> Friction, disagreement, or discord within a group

A conflict is a situation in which inacceptable differences in interests, expectations, values, and opinions occur in or between individuals or groups.

In sociology, intragroup conflict refers to conflict between two or more members of the same group or team. In the years leading up to 2008, intragroup conflict has received a large amount of attention in conflict and group dynamics literature. This increase in interest in studying intragroup conflict may be a natural corollary of the ubiquitous use of work groups and work teams across all levels of organizations, including decision-making task forces, project groups, or production teams. Jehn identified two main types of intragroup conflict: task conflict and relationship conflict.

Richard J. Crisp is an author, blogger, scientist and Professor of Psychology at Durham University. He is co-originator of the imagined contact hypothesis and a major contributor to the field of social psychology.

<span class="mw-page-title-main">Michele J. Gelfand</span> American cultural psychologist

Michele J. Gelfand is an American cultural psychologist. She is both a professor of organizational behavior and the John H. Scully professor of cross-cultural management at the Stanford Graduate School of Business, and – by courtesy – a professor of psychology at the School of Humanities and Sciences of Stanford University. She has published research on tightness–looseness theory.

<span class="mw-page-title-main">Naomi Ellemers</span> Dutch social and organizational psychologist

Naomi Ellemers is a distinguished professor of social psychology at Utrecht University since September 2015.

The Dr Hendrik Muller Prize for Behavioural and Social Sciences is awarded every other year by the Royal Netherlands Academy of Arts and Sciences to a researcher or group of researchers who has made a significant or valuable contribution to the behavioural and social sciences. The award is named after Hendrik Pieter Nicolaas Muller (1859–1941), a Dutch businessman and diplomat.

Team diversity refers to the differences between individual members of a team that can exist on various dimensions like age, nationality, religious background, functional background or task skills, sexual orientation, and political preferences, among others. Different types of diversity include demographic, personality and functional diversity, and can have positive as well as negative effects on team outcomes. Diversity can impact performance, team member satisfaction or the innovative capacity of a team. According to the Input-Process-Output Model, team diversity is considered an input factor that has effects on the processes as well as on the team outputs of team work.

Intergroup relations refers to interactions between individuals in different social groups, and to interactions taking place between the groups themselves collectively. It has long been a subject of research in social psychology, political psychology, and organizational behavior.

Epistemic motivation is the desire to develop and maintain a rich and thorough understanding of a situation, utilizing one's beliefs towards knowledge and the process of building knowledge. A learner's motivation towards knowledge as an object influences their knowledge acquisition. In interpersonal relations, epistemic motivation is the desire to process information thoroughly, and thus grasp the meaning behind other people's emotions. In group settings, epistemic motivation can be defined as participants' willingness to expend effort to achieve a thorough, rich, and accurate understanding of the world, including the group task, or decision problem at hand, and the degree to which group members tend to systematically process and disseminate information.

Juliana Schroeder is an American behavioral scientist and academic. She is a professor at University of California, Berkeley.

An empathy gap, sometimes referred to as an empathy bias, is a breakdown or reduction in empathy where it might otherwise be expected to occur. Empathy gaps may occur due to a failure in the process of empathizing or as a consequence of stable personality characteristics, and may reflect either a lack of ability or motivation to empathize.

Parochial altruism is a concept in social psychology, evolutionary biology, and anthropology that describes altruism towards an in-group, often accompanied by hostility towards an out-group. It is a combination of altruism, defined as behavior done for the benefit of others without direct effect on the self, and parochialism, which refers to having a limited viewpoint. Together, these concepts create parochial altruism, or altruism which is limited in scope to one's in-group. Parochial altruism is closely related to the concepts of in-group favoritism and out-group discrimination. Research has suggested that parochial altruism may have evolved in humans to promote high levels of in-group cooperation, which is advantageous for group survival. Parochial altruism is often evoked to explain social behaviors within and between groups, such as why people are cooperative within their social groups and why they may be aggressive towards other social groups.

References

  1. ↑ Prof. dr. C.K.W. de Dreu, 1966 - at the UvA Album Academicum website.
  2. ↑ "Employee website prof. dr. C. K. W. de Dreu". University of Amsterdam. Archived from the original on 29 November 2014. Retrieved 13 November 2014.
  3. ↑ "Past EA(E)SP Executive Committees" (PDF). European Association of Social Psychology. Archived from the original (PDF) on 29 November 2014. Retrieved 13 November 2014.
  4. ↑ "Past IACM Boards of Directors". International Association for Conflict Management. Archived from the original on 18 December 2014. Retrieved 13 November 2014.
  5. ↑ "Professor Carsten K.W. De Dreu".
  6. ↑ "Professional Profile of Carsten De Dreu". Social Psychology Network (Scott Plous). Retrieved 13 November 2014.
  7. ↑ De Dreu, C.K.W., & Weingart, L.R. (2003). Task Versus Relationship Conflict, Team Performance and Team Member Satisfaction: A Meta-analysis. Journal of Applied Psychology, 88, 741-749.
  8. ↑ De Dreu, C.K.W., & Van de Vliert, E. (1997, Eds.). Using conflict in organizations. London: Sage (pp. 1 - 229).
  9. ↑ Boot, N.C., Baas, M., Van Gaal, S., Cools, R., & De Dreu, C.K.W. (2017). Creative Cognition and Dopaminergic Modulation of Fronto-striatal Networks: Integrative Review and Research Agenda. Neuroscience and Biobehavioral Reviews, 78, 13 – 23.
  10. ↑ Hedonic tone and activation in the mood – creativity link: Towards a Dual Pathway to Creativity model. Journal of Personality and Social Psychology, 94, 739 – 756.
  11. ↑ De Dreu, C.K.W., Gross J.A.J., Meder, Z., Griffin, M.R., Prochazkova, E., Krikeb, J., & Columbus, S. (2016). In-group defense, out-group aggression, and coordination failure in intergroup conflict. Proceedings of the National Academy of Sciences USA, 113, 10524 – 10529.
  12. ↑ Greg Miller (2010), The prickly side of oxytocin, Science, 328, 1343
  13. ↑ De Dreu, C.K.W., Greer, L.L., Van Kleef, G.A., Shalvi, S., & Handgraaf, M.J.J. (2011). Oxytocin promotes human ethnocentrism. Proceedings of the National Academy of Sciences USA, 108, 1262-1266.
  14. ↑ "IACM Outstanding Dissertation Award Award Recipients". International Association for Conflict Management. Archived from the original on 6 July 2015. Retrieved 13 November 2014.
  15. ↑ "Jos Jaspars Awards". European Association for Social Psychology. Archived from the original on 2014-08-09. Retrieved 13 November 2014.
  16. ↑ "2009 CMD Award Winners". Academy of Management - Conflict Management Division. Archived from the original on 14 January 2007. Retrieved 13 November 2014.
  17. ↑ "2014 William A. Owens Scholarly Achievement Award". Society for Industrial and Organizational Psychology, Inc. Retrieved 13 November 2014.
  18. ↑ "Carsten de Dreu". Royal Netherlands Academy of Arts and Sciences. Archived from the original on 3 August 2020.
  19. ↑ "Kurt Lewin Awards". European Association of Social Psychology. Archived from the original on 2014-08-09. Retrieved 13 November 2014.
  20. ↑ "Diener Award in Social Psychology | SPSP".
This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.