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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.
In sociology, mechanical solidarity and organic solidarity [1] are the two types of social solidarity that were formulated by Émile Durkheim, introduced in his Division of Labour in Society (1893) as part of his theory on the development of societies.
Interdependence theory is a social exchange theory that states that interpersonal relationships are defined through interpersonal interdependence, which is "the process by which interacting people influence one another's experiences" [1] (Van Lange & Balliet, 2014, p. 65).
An example of this phenomenon comes from a study where researchers asked 90 sorority members to judge the degree of within-group similarity for their own and 2 other groups. It was found that every participant judged their own sorority members to be more dissimilar than the members of the other groups.
The minimal group paradigm is a method employed in social psychology. [1] [2] [3] Although it may be used for a variety of purposes, it is best known as a method for investigating the minimal conditions required for discrimination to occur between groups.
"The Stranger" is an essay by Georg Simmel, originally written as an excursus to a chapter dealing with the sociology of space in his book Soziologie. [1] In this essay, Simmel introduced the notion of "the stranger" as a unique sociological category.
Feelings of deprivation are relative, as they come from a comparison to social norms that are not absolute and usually differ from time and place. This differentiates relative deprivation from objective deprivation (also known as absolute deprivation or absolute poverty) - a condition that applies to all underprivileged people.
One of the two main causes of prejudice preventing women from achievement of high-status positions or success is the perception of women when placed in leadership roles. In an article on prejudice towards female leaders, Eagly and Karau (2002) [3] found that women who are leaders are perceived in a less positive manner when compared to male leaders.