From student to employee: group compatibility predicts group identification and intergroup attitudes

Transitions go along with the need to integrate a previous outgroup into the self-concept. This study examines whether this integration follows cognitive consistency principles. In line with recent theorizing, we test whether the perceived compatibility of a previous and a current ingroup determines identification with these groups and intergroup attitudes. We primed employees who were former students (N = 269) to perceive the groups of students and employees as either more compatible or less compatible, and measured the strength of identification and group attitudes with regard to both groups. The findings largely confirmed predictions. Greater compatibility between social groups increased identity integration and reduced intergroup bias. Identity integration mediated the effect of compatibility on intergroup bias. In line with predictions, the voluntariness of group change explained which of the groups people identified more strongly with when groups were perceived low in compatibility. The results of the study provide evidence that integrating identities into the self-concept follows cognitive consistency principles and suggests that emphasizing similarities between previous and current ingroups fosters identity integration and reduces intergroup bias.