Abstract
This chapter presents two studies that investigate the complex relationship between perceptions of control and intergroup discrimination, offering insights into cultural dynamics that underpin these phenomena. Study One explores how intergroup discrimination, measured through intergroup evaluations, enhances individuals’ sense of control. Study Two examines two key elements: (a) the extent to which intergroup discrimination, assessed via the allocation of white noise, leads to increased feelings of control, and (b) the role of threats to control—manipulated through an exclusion paradigm—in amplifying discriminatory behaviors. Findings from both studies reveal that New Zealanders experienced heightened feelings of control following acts of intergroup discrimination, targeting Americans and Asians, respectively. Study Two further demonstrates that participants exposed to inclusion or exclusion feedback exhibited elevated levels of intergroup discrimination based on their perceived control—whether high or low—compared to those in a baseline condition. Across both investigations, intergroup discrimination emerges as a mechanism for restoring or reinforcing control, independent of other influential factors such as self-esteem, group-specific esteem, social identity, and uncertainty. The chapter explores the cultural context of these dynamics, discussing how varying cultural norms and values shape individuals’ reliance on intergroup discrimination as a psychological tool to restore control. By elucidating the interplay between control, discrimination, and cultural frameworks, this research contributes valuable insights to the field of cross-cultural management. It underscores the importance of understanding intergroup behaviors in diverse cultural contexts, offering actionable implications for fostering inclusivity, reducing biases, and navigating complex intercultural environments. For readers of “Modern Cross-Cultural Management,” these findings provide critical perspectives on the psychological underpinnings of intergroup interactions and their practical relevance to managing diversity in global organizations.