On Being Both With Us and Against Us: A Normative Conflict Model of Dissent in Social Groups

Abstract

Although past research has demonstrated a positive relationship between collective identification and normative conformity, there may be circumstances in which strongly identified members do not conform but instead choose to challenge group norms. This article proposes a normative conflict model, which distinguishes between nonconformity due to dissent (challenging norms to change them) and nonconformity due to disengagement (distancing oneself from the group). The normative conflict model predicts that strongly identified members are likely to challenge group norms when they experience conflict between norms and important alternate standards for behavior, in particular when they perceive norms as being harmful to the group. Data in support of the model are reviewed, mechanisms by which external variables may influence dissent in social groups are elaborated, and the model is linked to contemporary perspectives on collective identity.

Ingroup Identification Increases Differentiation in Response to Egalitarian Ingroup Norm under Distinctiveness Threat

“…Falomir-Pichastor, Mugny, and Gabarrot proposed the notion of loyalty conflict to account for this conflicting state (Falomir-Pichastor, Gabarrot & Mugny, 2009a, 2009b; see also , and suggested that high identifiers solve this conflict by opposing the egalitarian norm (i.e., they show non-conformity or even counter-conformity) paradoxically as a way to show their loyalty to the group (see also Jetten & Hornsey, 2013;Packer, 2008). In a series of experimental studies.…”

The Influence of Citizenship Norms, Efficacy Belief, and Parents’ Participation on Students’ Civic Engagement in Nigerian Universities: Data Screening and Preliminary Analysis

“…Basically, children learn the dos and don'ts of their parents, which in turn affects their behaviour within the society at large. Children naturally seek to be accepted by their family and society (McClelland, 1987;Packer, 2008). Young adults who have a strong need for affiliation enjoy being part of a group and tend to conform to the group's norms in order to be accepted by other members of the group (Christensen, Rothgerber, Wood, & Matz, 2004;McClelland, 1987;Packer, 2008;Smith & Mackie, 2007;Smith, Hogg, Martin, & Terry, 2007).…”

Best Practices in Military Design Teams

“…The dissenting opinions that are needed for effective design will be more likely to be expressed if the climate of the team is one that supports and encourages positive deviance (Packer, 2008). Lencioni (2005) suggests that teams ask themselves "What is the dynamic we want in this team?…”

“…Esser (1998) describes how pressure for conformity and the desire to preserve harmony within a team can inhibit the critical appraisal of relevant facts, thereby leading to poor decisions. Packer (2008) studied the relevant concept of positive deviance. Packer found that dissenting opinions may be more likely expressed if the culture/identity of the group dictates that such deviance is approved of and if dissenting individuals identify strongly with the group.…”