Front Cover -- Advances in Group Processes -- Copyright page -- Contents -- List of Contributors -- Editorial Advisory Board -- Preface -- Beyond Three Faces: Toward an Integrated Social Psychology of Inequality -- The Social Structure and Personality Framework -- Generic Proximate Processes as a Bridge -- Status Processes -- Identity Processes -- Justice Processes -- Generic Processes in an Integrated Social Psychology -- Limitations of Our Approach -- Notes -- Acknowledgments -- References -- Sequence-Network Analysis: A New Framework for Studying Action in Groups -- Social Structure and Everyday Action -- Using Networks to Analyze Group Action -- Employment as a Source of Structure for Action -- Data -- Sequence-Network Analysis -- Sequence-Network Construction -- Measuring Connections among Group Members -- Assessing the Structure of Action Sequences within a Group -- Comparing Groups' Action Sequences -- Results -- Sequence-Network Visualization -- Levels of Synchrony by Group -- Connections among Activities by Group -- Conclusion and Discussion -- Notes -- Acknowledgments -- References -- Expectation States, Social Influence, and Affect Control: Opinion and Sentiment Change through Social Interaction -- Expectation States Theory -- Affect Control Theory -- Social Influence Network Theory -- Theoretical Intersections -- Methods -- Participants -- Procedure -- Hypotheses -- Results -- Opinions about the Truth of the Receptionist's Claim -- Opinions about the Resolution of the Claim -- Sentiments for Task-Related Identities -- Receptionist and Manager -- Sentiments and Relative Influence -- Emergent Gender Attributions -- Discussion -- Notes -- Acknowledgments -- References -- How Does Status Affect Power Use? New Perspectives from Social Psychology -- Power, Power Use, and Status -- From Power to Power Use.

How Status Promotes or Inhibits Power Use -- Possible Moderators of Status Effects on Power Use -- Legitimacy of Hierarchies -- Examining Status Effects on Punishment in Legitimate versus Nonlegitimate Hierarchies -- Costly Punishment as a Basis of Legitimacy -- Summary -- Achieved versus Ascribed Status -- Culture: Individualism versus Collectivism -- Experimental Tests of Status Effects on Power Use across Cultures -- Conclusion -- References -- Recruiting Source Effects: A Social Psychological Analysis -- Using Sponsors -- Sponsors and Job Outcomes -- Realistic Expectations or Individual Differences? -- Expectations about Jobs -- Individual Differences among Workers -- Other Explanations -- A Social Psychological Analysis -- Newcomer Gratitude for the Sponsor's Help -- Sponsor Concerns about Newcomer Performance -- Biases toward Sponsored Newcomers among Coworkers -- Research Reflecting a Social Psychological Analysis of Sponsorship Effects -- Notes -- Acknowledgments -- References -- On Identifying Human Capital: Flawed Knowledge Leads to Faulty Judgments of Expertise by Individuals and Groups -- The Problem of the Informal Evaluator -- Implications for Self-Assessment -- Failing to Recognize Poor Self-Performance -- Implications for Behavior -- Critics of the Framework -- Managing the Incompetent -- The Paradox of Advice -- The Fate of Feedback -- The Burdens of Top Performers -- Failing to See One's Uniqueness -- Genius as Unrecognized -- Leading Back to Self-Flattering Social Comparisons -- Resistance to Correct Beliefs in the Marketplace of Ideas -- Limits to Correcting Belief -- The Curtailed Wisdom of Crowds -- Challenges for Future Research and Beyond -- Acknowledgment -- References -- Constructive Leadership across Groups: How Leaders Can Combat Prejudice and Conflict between Subgroups -- Intergroup Relations -- Superordinate Goals.

Social Categorization -- Social Identity -- Intergroup Contact -- Social Influence -- Group Membership-Based Influence -- Leadership -- Social Identity and Leadership -- Intergroup Leadership -- Intergroup Relational Identity -- The Role of Leadership -- Effective Intergroup Leadership Strategies -- Rhetoric -- Boundary Spanning -- Boundary-Spanning Leadership Coalitions -- External Leadership Appointments -- Transference of Intergroup Relational Identity -- Summary and Concluding Comments -- References -- Collaboration among Highly Autonomous Professionals: Costs, Benefits, and Future Research Directions -- Defining Collaboration among Professional Peers -- Collaboration Contrasted with Traditional Project Teamwork -- Why Peer Collaboration Is Increasingly Important -- Professionals' Views of Collaborating with High-Power Peers -- Research Approach -- Reported Advantages of Professional Peer Collaboration -- Knowledge and Learning -- Client Outcomes -- Relationships with Colleagues -- Intrinsic Motivation -- Reported Barriers to Professional Peer Collaboration -- Threat to Personal Success -- Insufficient Knowledge of Others' Expertise -- Trust - Cognitive and Relational -- Inefficiency and Messiness of Collaboration -- Lack of Capabilities and Confidence -- Effects of Performance Pressure -- Myths to Explain Extraordinary Outcomes -- Benefitting from "Instrumental Collaboration" -- Developing a Personal Reputation with Teammates -- Spreading a Professional Reputation throughout the Firm -- Leveraging a Firm-wide Reputation for Financial Gain -- Developing and Leveraging a Marketplace Reputation -- Learning "How to Sell" -- Learning "What to Sell" -- Conceptual Framework -- Future Research Directions and Conclusion -- Notes -- References.