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, reproduction, childbirth, and the period after childbirth. Oxytocin is released into the bloodstream as a hormone in response to sexual activity and during labour. 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. 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.
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.
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, the Netherlands. Van Vugt has affiliate positions at the University of Oxford, Institute for Cognitive and Evolutionary Anthropology (ICEA).
Rolf van Dick is a German social psychologist.
An implicit bias or implicit stereotype is the pre-reflective attribution of particular qualities by an individual to a member of some social out group.
The imprinted brain hypothesis is an unsubstantiated hypothesis in evolutionary psychology regarding the causes of autism spectrum and schizophrenia spectrum disorders, first presented by Bernard Crespi and Christopher Badcock in 2008. It claims that certain autistic and schizotypal traits are opposites, and that this implies the etiology of the two conditions must be at odds.
In sociology, intragroup conflict refers to conflict between two or more members of the same group or team. In recent years, 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.
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.
Naomi Ellemers is a distinguished professor of social psychology at Utrecht University since September 2015.
Marinus H. "Rien" van IJzendoorn is professor of human development and one of the co-leaders of Generation R at the Erasmus University Rotterdam. His work has focussed on the social, psychological, and neurobiological determinants of parenting and child development, with special emphasis on attachment, emotion regulation, differential susceptibility hypothesis, and child maltreatment.
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.
Katherine Williams Phillips was an American business theorist and the Reuben Mark Professor of Organizational Character at Columbia University's Business School. She headed the Sanford C. Bernstein & Co. Center for Leadership and Ethics at Columbia, and was Senior Vice Dean.
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.
