Abstract
This study sought to assess the association between a negative form of intergroup discrimination (the allocation of white noise) and increased belonging in the minimal group paradigm (MGP). Using the Klee and Kandinsky variant of the minimal group procedure, participants were assigned to a discrimination condition, one of five nondiscrimination conditions (i.e., forced fairness, double in-group, double out-group, competitive out-group, individual), and a baseline condition. Participants in the discrimination condition were given the opportunity to allocate white noise to in-group (i.e., Klee) and out-group (i.e., Kandinsky) members. As expected, more white noise was given to out-group members than to in-group members. Following this display, participants reported an increased sense of belonging. No such effects were found among those assigned to the various nondiscrimination and baseline conditions. Subsequent analyses revealed a direct link between intergroup discrimination and increased belonging. Partial correlation revealed that this relationship held when personal self-esteem, group esteem, and group identity were held constant. Implications for organizational politics are advanced.