We present a meta-analysis that investigated the relation between self-reported interpersonal attraction and enacted behavior. Our synthesis focused on (a) identifying the behaviors related to attraction; (b) evaluating the efficacy of models of the relation between attraction and behavior; (c) testing the impact of several moderators, including evaluative threat salience, cognitive appraisal salience, and the sex composition of the social interaction; and (d) investigating the degree of agreement between the meta-analytic findings and an ethnographic analysis. Using a multilevel modeling approach, an analysis of 309 effect sizes (N = 5,422) revealed a significant association (z = .20) between self-reported attraction and enacted behavior. Key findings include: (a) that the specific behaviors associated with attraction (e.g., eye contact, smiling, laughter, mimicry) are those behaviors research has linked to the development of trust/rapport; (b) direct behaviors (e.g., physical proximity, talking to), compared with indirect behaviors (e.g., eye contact, smiling, mimicry), were more strongly related to self-reported attraction; and (c) evaluative threat salience (e.g., fear of rejection) reduced the magnitude of the relation between direct behavior and affective attraction. Moreover, an ethnographic analysis revealed consistency between the behaviors identified by the meta-analysis and those behaviors identified by ethnographers as predictive of attraction. We discuss the implications of our findings for models of the relation between attraction and behavior, for the behavioral expressions of emotions, and for how attraction is measured and conceptualized. (PsycINFO Database Record

Reducing intergroup conflict is a significant leadership challenge. Leaders can alleviate conflict by promoting a collective, dual, or intergroup relational identity, but they should avoid provoking subgroup identity distinctiveness threat. Drawing on intergroup leadership theory, we conducted an experiment (N = 184) examining evaluations of a leader who promoted a dual, collective, or intergroup relational identity under low or high subgroup identity distinctiveness threat. We hypothesized that identity distinctiveness threat would improve evaluations of a leader promoting an intergroup relational identity, and worsen evaluations of a leader promoting a collective identity. Although a leader promoting a dual identity is typically preferred to one promoting a collective identity, we expected a leader promoting dual identity to receive worse evaluations than a leader promoting an intergroup relational identity. These hypotheses were supported, providing additional support for intergroup leadership theory and demonstrating the utility of employing intergroup relational identity rhetoric.

Intergroup conflict and bias often occur between subgroups nested within a superordinate group. In these situations, the leader of the superordinate group plays a key role, as an intergroup leader, in reducing conflict. To be effective, an intergroup leader should avoid (1) threatening the subgroups' distinctive identities, and (2) being viewed by one or both groups as 'one of them' rather than 'one of us'. Intergroup leadership theory (Acad Manag Rev, 37, 2012a, 232) posits intergroup leaders can improve subgroup relations by promoting an intergroup relational identity. Two studies (Ns = 178 and 223) tested whether an out-subgroup or in-subgroup leader could improve intergroup attitudes, even among strong subgroup identifiers, by promoting either an intergroup relational identity or a collective identity. We hypothesized an interaction of these variables demonstrating the effectiveness of an intergroup relational identity message for an out-subgroup leader in lessening ingroup bias, especially among strong subgroup identification. Our results, and a meta-analytic summary across both studies (N = 401), supported our hypothesis and intergroup leadership theory, demonstrating an intergroup relational identity is an effective strategy for improving intergroup relations.This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited.

Research Objectives To better understand rehabilitation practitioner experiences with transitioning to telerehabilitation services during COVID-19, specifically around the use of technology and client assessment and treatment. Design This was a qualitative study of cross-sectional design. Rehabilitation practitioners completed semi-structured interviews via Zoom. Transcribed interviews were analyzed for themes. Setting With the onset of COVID-19, rehabilitation practitioners quickly adapted and started offering telerehabilitation services where they interacted directly with the client and evaluate, diagnose, and treat their condition virtually. These services differed from prior methods of telehealth, where healthcare practitioners delivered care from one healthcare facility to another. Practitioners from both public and private clinics shifted their services to virtual platforms quickly to provide continued care to patients needing acute and prolonged rehabilitation care. Participants Twenty-four rehabilitation practitioners were recruited to participate in the study (14 physiotherapists, 4 occupational therapists, 2 speech language pathologists, 1 psychologist, 1 kinesiologist, 1 social worker, 1 orthopedic surgeon) from rural and urban clinics as well as private and publicly funded practices. Inclusion criteria required practitioners to have transitioned to telerehabilitation, either through video conferencing or telephone. Interventions N/A. Main Outcome Measures N/A. Results The overarching theme which emerged from the data was providing continued access to care. Rehabilitation practitioners quickly transitioned to using the telephone or video conferencing platforms such as Zoom to connect with clients. Multiple subthemes emerged allowing for a better understanding of the transition to telerehabilitation during COVID-19. Barriers to offering telerehabilitation services included adequate access to technology (computer, laptop, tablet) and IT support for the client and sufficient internet bandwidth. Limited availability of validated virtual assessments made the transition difficult for practitioners. However, many benefits emerged such as easier scheduling of interdisciplinary meetings, increased client accountability, better access to group programming, and decreased travel times to clinics. Conclusions Although there were challenges, especially surrounding technology, the switch to telerehabilitation had many benefits and could be a viable method of delivering care that goes beyond the COVID-19 pandemic. Author(s) Disclosures Authors have no conflicts of interest to disclose.

Although social influence and leadership are inextricably intertwined, with a few notable exceptions, they are typically discussed in isolation from one another. The overlap of methods of social influence and theories of leadership, however, makes it clear these topics should be discussed together. Furthermore, the involvement of group norms, which are group-based social constructs related to values within the group, clearly link leadership and social influence research. Group norms are involved in social influence via such group-oriented influences as conformity, and they are involved in leadership by setting the values used to determine the group’s leader. Understanding the relationship between and the potential limitations of social influence and leadership will provide researchers in both fields with a stronger foundation for future areas of inquiry.