Ingeborg Olsdatter Busterud Flagstad

• Skar, Siri Merethe & Flagstad, Ingeborg Olsdatter (2022). A sociometric approach to university teaching. Zeitschrift für Psychodrama und Soziometri. ISSN 1619-5507. doi: 10.1007/s11620-021-00646-5.
• Flagstad, Ingeborg Olsdatter Busterud; Johnsen, Svein Åge Kjøs & Rydstedt, Leif W (2021). The Process of Establishing a Green Climate: Face-To-Face Interaction between Leaders and Employees in the Microsystem. The Journal of Values Based Leadership. ISSN 2153-019X. 14(1). Vis sammendrag

  This study explores the processes of establishing a green organizational climate in small-scale companies. Previous studies have primarily focused on factors associated with pro-environmental behaviour in large organizations. The role of a green organizational climate—specifically, the interactional processes involved in the construction of a green climate—has largely been unexplored. Entrepreneurial small companies constitute an ideal arena in which to study the initial phase of greening processes. The present study examined the process of establishing a green organizational climate in seven small-scale Norwegian companies. This article presents a systems model that was developed to analyse how processes at different levels interact in the shaping of the green climate. The design was a longitudinal mixed-methods approach, consisting of focus-group interviews conducted in the field, a questionnaire and follow-up interviews with the leaders. Findings indicate that the construction of a green climate had a strong practise-based approach. The company founders were driven by environmental values; they sparked the initial green measures, influenced the employees—directly and indirectly—and also invited dialogue around and co-construction of the green climate. Frequent face-to-face interactions within the microsystem of the leaders/employees were decisive to the development of the green climate. The present study contributes to the understanding of the process of greening an organization: specifically, how green practice relates to the construction of a shared green climate. Contrary to previous research and theorizing, this study indicates that it is possible to “go green” without a superordinate green strategy.

• Flagstad, Ingeborg (2001). På feltarbeid i Mexico. Psykologisk tidsskrift. ISSN 1501-7508.

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• Flagstad, Ingeborg Olsdatter (2021). Brukte julegaver er ikke noen skam. [Avis]. Hamar Arbeiderblad.
• Flagstad, Ingeborg Olsdatter; Hauge, Åshild Lappegard & Johnsen, Svein Åge Kjøs (2021). Environmental Certification: Contradictions and Dissonance.
• Flagstad, Ingeborg Olsdatter; Hauge, Åshild Lappegard & Johnsen, Svein Åge Kjøs (2021). Miljøsertifisering: Motsetninger og dissonans. Vis sammendrag

  Miljøsertifisering – gjør det bedrifter grønnere? Fant at sertifisering ofte fører til motsetningsfulle følelser, og opplevelse av kognitiv dissonans

• Flagstad, Ingeborg Olsdatter (2020). Brukte gaver til jul. [Radio]. NRK P1+.
• Flagstad, Ingeborg Olsdatter & Henriksen, Marin Kristine (2020). Going green - what does it mean? Environmental sustainability in an organizational context. . Vis sammendrag

  There is a wide variety of concepts that describe “going green” in the context of organizational change. The creative construction of concepts demonstrates the dynamic nature of this field, but is also a product of the lack of clearly established research traditions. Although the concepts that are used in this field describe slightly different shades of green, there is also considerable overlap. The plurality of concepts has ensued a fragmented literature. Furthermore, because of the lack of overreaching theoretical paradigms and lack of common definitions, relevant connections and comparisons may be overlooked. The concepts may be divided into two main categories; those that describe work green behaviour at the level of the individual and those that describe work green behaviour at the level of the organization. The field of greening organizations is highly value laden, and the implicit values of going green will be discussed. Greening is related to deeply founded values such as connection to nature, and asking questions about the environment evoke people’s moral emotions. This presentation will explore how green change in organizations may be operationalized, and trusting green data will be discussed in relation to social desirability. Keywords: Organizational greening, going green, concepts, organizational change, environmental psychology

• Henriksen, Marin Kristine; Flagstad, Ingeborg Olsdatter; Hauge, Åshild Lappegard & Johnsen, Svein Åge Kjøs (2020). Reuse of building materials - Networking strategies for social innovation.
• Flagstad, Ingeborg Olsdatter (2020). Håndhilsing: - Vi bør aldri gjøre det igjen. [Avis]. VGTV.
• Flagstad, Ingeborg Olsdatter; Henriksen, Marin Kristine; Rønning, Monica; Hauge, Åshild Lappegard; Johnsen, Svein Åge Kjøs & Tisthammer, Kelsey Kristine (2020). Kan et virus reversere klimaendringene? Psykologisk.no – Scandinavian Psychologist. Vis sammendrag

  En sideeffekt av kampen mot koronaviruset, i form av bedret luftkvalitet, kan bidra til å spare over 100 000 liv per år – om effekten vedvarer, skriver Marin Kristine Henriksen og kolleger ved Høgskolen i Innlandet.

• Flagstad, Ingeborg Olsdatter (2019). Ingen skam med brukte julegaver lenger. [Avis]. HA.
• Flagstad, Ingeborg Olsdatter (2019). Tips til alternative julegaver. [Avis]. GD.
• Johnsen, Svein Åge Kjøs; Løhre, Erik; Lappegard Hauge, Åshild; Brechan, Inge; Watten, Reidulf G. & Rydstedt, Leif W [Vis alle 11 forfattere av denne artikkelen] (2019). Psykologifagets klimaløsninger. Tidsskrift for Norsk Psykologforening. ISSN 0332-6470. 56(10), s. 775–776.
• Flagstad, Ingeborg Olsdatter (2019). Hvorfor gjør vi så lite med klimaendringene?
• Flagstad, Ingeborg Olsdatter (2019). The greening of organizational climate: A framework for sustainable organizational development.
• Flagstad, Ingeborg Olsdatter (2019). Dette kan bedrifter gjøre for å bli grønnere. [Avis]. Forskning.no. Vis sammendrag

  Bedrifter står for rundt halvparten av alle miljøutslipp i verden. Selv om mange har innført strategi for en grønnere framtid, skjer det ingenting. Her er miljøpsykologens råd til de som mener alvor.

• Flagstad, Ingeborg Olsdatter (2019). Slik kan din bedrift bli grønnere. [Fagblad]. Ledernytt. Vis sammendrag

  Mange bedrifter ønsker å framstå som miljøbvisste og mange ledere har innført strategier for en grønnere framtid uten at noe skjer. Her er mijøpsykologens beste råd for å omsette intensjoner og strategier til praktisk handling.

• Johnsen, Svein Åge Kjøs & Flagstad, Ingeborg Olsdatter (2018). Må maten være pen? Om estetikk og matsvinn. Nationen. ISSN 0805-3782.
• Foldøy, Sylvelin & Flagstad, Ingeborg Olsdatter (2018). Workshop: Future projects – topics for a new edition of the Environmental Psychology book .
• Flagstad, Ingeborg Olsdatter & Johnsen, Svein Åge Kjøs (2018). Why greening fails? A systems perspective. Vis sammendrag

  In the present paper, we introduce a new systems perspective on organizational greening. Organizations are significant contributors to climate changes, but may also play a key role in the transition towards a sustainable future. This perspective is a contribution to the design of sustainable organizations. We apply Bronfenbrenner’s ecological systems model as a starting point to develop a new theoretical approach to understand social influence and decision-making in organizations. Bronfenbrenner’s systems perspective is used as a framework to develop a model, placing the individual employee in an organization as the focal point. This model is a whole systems perspective, incorporating employee engagement, long term change and the concerns of multiple stakeholders in advancing a green agenda. We consider the micro-processes within the individual employee and closest co-workers to have a great impact on decision-making and pro-environmental behaviour. We explore the interconnectedness of different systems, in an attempt to understand the complexity of organizational greening. The new systems model enables an analysis of organizational changes at different levels. The goal of this theoretical approach is to shed light on the processes that lead to the greening of organizations. In addition, the model may provide a foundation for understanding why greening efforts may succeed or fail. Keywords: Environmental psychology, organizational psychology, organizational greening, environmental sustainability, systems theory

• Flagstad, Ingeborg Olsdatter & Rønning, Monica (2018). Grønne adferdsendringer: Miljøpsykologi i praksis.
• Flagstad, Ingeborg Olsdatter (2018). The role of organizational climate for the environment in small scale companies.
• Flagstad, Ingeborg Olsdatter (2017). Inviterer til Norges første konferanse i miljøpsykologi. [Avis]. GD.
• Flagstad, Ingeborg Olsdatter (2017). The system perspective on environmental decision making in organizations.
• Maren, Hernæs; Ibrar, Manzoor; Natalie Marie, Lande & Flagstad, Ingeborg Olsdatter (2017). Kåring av årets miljøbedrift. [Radio]. NRK Hedmark og Oppland.
• Flagstad, Ingeborg Olsdatter & Montgomery, William (2017). Har du et dilemma? Verdiene dine kan gi deg svar.
• Flagstad, Ingeborg Olsdatter (2017). Et nytt perspektiv på organisasjonsklima og grønne endringer.
• Flagstad, Ingeborg Olsdatter (2017). Greening organizations: The role of organizational climate for the environment .
• Flagstad, Ingeborg Olsdatter (2017). Snakk høyt om de grønne tiltakene. [Avis]. Hamarregionen 24 Dagens Næringsliv. Vis sammendrag

  Ingeborg Flagstad hjelper bedriftene å snu retning. Hun er en av dem som vet hvordan næringslivet kan bli enda grønnere. - Det må tilrettelegges på en måte som gjør det enkelt for folk å ta de miljøvennlige valgene, sier Flagstad. Slik er det også til dels på arbeidsplasser. Flagstad jobber med å hjelpe bedrifter å tenke miljøvennlig. Rundt 15 prosent av ansatte i bedrifter er klare for å endre seg, dersom bedriften de jobber for styrer mot en grønnere retning. -Et interessant funn vi har gjort er at ansatte har en oppfatning av at andre kolleger er mer opptatt av miljø enn det organisasjonen er. På bedriftsnivå henger man her litt etter det de ansatte er opptatt av, så her tenker jeg at bedriftene har et utviklingspotensial. - Det trenger ikke være vanskelig. Det aller viktigste er at miljøtenkning blir inkludert i arbeidshverdagen og ledelsen må bestemme seg for at det er viktig, mener hun. I bedriftene i vår region har de ansatte stor tro på at organisasjonen kan få til grønne endringer, så motivasjonen er høy og de ansatte bør involveres i miljøarbeidet. Grønn strategi alene er ikke nok. Ledere må etablere en grønn kultur, skape engasjement, kommunisere det utad og ikke minst, være forbilder.

• Flagstad, Ingeborg Olsdatter (2017). Hvorfor angår grønt næringsliv meg? Om hva vi kan gjøre og hvorfor det lønner seg.
• Johnsen, Svein Åge Kjøs; Flagstad, Ingeborg Olsdatter & Daniel, Josdal (2017). Grønt næringsliv.
• Flagstad, Ingeborg Olsdatter (2017). Grønne adferdsendringer i organisasjoner - miljøklima og miljøsertifiseringer.
• Flagstad, Ingeborg Olsdatter (2017). Adferdsendring i organisasjoner med utgangspunkt i Grønt HiL.
• Flagstad, Ingeborg Olsdatter (2017). Hvorfor handler vi som vi gjør når det gjelder miljø? Miljøspykologi og adfersendring.
• Flagstad, Ingeborg Olsdatter (2017). Bruker VR-teknologi som terapi. Ny teknologi kan brukes som supplement til - eller erstatte terapi. [Avis]. Gudbrandsdølen Dagningen.
• Flagstad, Ingeborg Olsdatter (2016). Gruppedynamikk og gruppearbeid; hvordan få grupper til å fungere godt?
• Flagstad, Ingeborg Olsdatter (2016). Ønsker grønn omtanke - Ti miljøvennlige julegavetips. [Avis]. Gudbrandsdølen Dagningen.
• Johnsen, Svein Åge Kjøs; Flagstad, Ingeborg Olsdatter & Watten, Reidulf G. (2016). Miljøpsykologisk byutvikling på Lillehammer.
• Flagstad, Ingeborg Olsdatter & Johnsen, Svein Åge Kjøs (2016). The role of green organizational climate and involvement in creating long-lasting change. Vis sammendrag

  Organizations are among the largest contributors to climate change, and greening organizations are one way of fostering a more sustainable environment. Although some research investigates employee green behavior and organizational greening, much research has taken place at a macro level. The role of management practices and the role of environmental innovators are two factors that are often emphasized in the literature. Some researchers suggest that creating a pro-environmental climate in organizations increase the reach of green initiatives and are a necessary condition for sustaining long term changes. In this study we investigate environmental knowledge, values and attitudes among employees at Lillehammer University College. We explore how an intervention aimed at increasing knowledge about environmental measures influence knowledge and environmental climate, and how interventions aimed at changing employees’ behavior towards more pro-environmental behavior influence pro-environmental climate. The design is a repeated measure survey study. Baseline-data is already collected, and consisted of physical measures of climate footprint, organizational climate, values and attitudes toward pro-environmental behavior as well as knowledge of environmental measures. The next phase in the study is an intervention period, that is still ongoing. The last phase will be to measure changes by a new survey. Preliminary results from the baseline survey show that people have limited knowledge of the environmental measures in the organization. In general employees show positive attitudes towards pro-environmental behavior, but think the leaders has to little focus on environmental strategies. Greening organizations, environmental psychology, organizational change, pro-environmental behavior

• Flagstad, Ingeborg Olsdatter (2016). Symposium: Environmental Psychology in a Nordic context.
• Flagstad, Ingeborg Olsdatter (2016). Grønt organisasjonsklima.
• Flagstad, Ingeborg Olsdatter (2016). Byvandring: Lillehammer med et miljøpsykologisk blikk. [Radio]. NRK P1 Hedmark og Oppland.
• Flagstad, Ingeborg Olsdatter (2016). Slik øker du lykkefølelsen. Kunnskap om positiv psykologi kan gi deg et bedre liv. [Avis]. Gudbrandsdølen Dagningen.
• Flagstad, Ingeborg Olsdatter (2016). Vennskap: Noen å dele med. [Avis]. Gudbrandsdølen Dagningen.
• Flagstad, Ingeborg Olsdatter (2016). A new systems model for environmental decision-making in organisations.
• Flagstad, Ingeborg Olsdatter (2016). Det grønne skiftet - Hvordan kan psykologien bidra? Psykologisk tidsskrift. ISSN 1501-7508.
• Flagstad, Ingeborg Olsdatter (2016). Grønn innsats: Hvilken betydning har vår miljøadferd?
• Flagstad, Ingeborg Olsdatter (2016). How stereotypes can affect cooperation in the veterinary clinic.
• Flagstad, Ingeborg Olsdatter (2016). Identitet, verdier og kommunikasjon.
• Flagstad, Ingeborg Olsdatter (2016). International Child Development Programme (ICDP) som observasjonsmetode i undervisning.
• Flagstad, Ingeborg Olsdatter (2015). Psykologisk betydning av kjeledyr og samarbeid i klinikken.
• Flagstad, Ingeborg Olsdatter (2015). Spontanitet, roller og kommunikasjon på arbeidsplassen.
• Flagstad, Ingeborg Olsdatter (2015). Servicedesign: Prosjektorganisering, fasilitering og kommunikasjon.
• Flagstad, Ingeborg Olsdatter (2015). Samarbeid og konflikt i grupper.
• Sjøvold, Endre & Flagstad, Ingeborg Olsdatter (2015). Kunsten å bygge et velfungerende team med utviklingsverktøyet SPGR.
• Flagstad, Ingeborg Olsdatter (2015). Greening your own organisation.
• Flagstad, Ingeborg Olsdatter (2015). The impact of stereotypes on cooperation at work.
• Johnsen, Svein Åge Kjøs; Brechan, Inge & Flagstad, Ingeborg Olsdatter (2015). Volkswagen-affæren peker på noe viktig: Bedriftenes manglende miljøkultur. Dagens næringsliv. ISSN 0803-9372.
• Flagstad, Ingeborg Olsdatter (2015). From competition to cooperation at work. The relationship between veterinarians and veterinary nurses.
• Flagstad, Ingeborg Olsdatter (2015). The art of building professional self-confidence.
• Flagstad, Ingeborg Olsdatter (2014). Spiritualitet i terapi. Protagonisten : medlemsblad for Norsk forening for psykodrama. ISSN 1501-7486. 1, s. 9–11.
• Flagstad, Ingeborg Olsdatter (2014). Hvordan jobbe med åndelighet i det terapeutiske rom? Intervju med psykodramatiker, religionspsykolog og prest Margit Husevåg. Protagonisten : medlemsblad for Norsk forening for psykodrama. ISSN 1501-7486. s. 9–11.
• Flagstad, Ingeborg Olsdatter (2014). Broen mellom religion og psykologi. Protagonisten : medlemsblad for Norsk forening for psykodrama. ISSN 1501-7486.
• Flagstad, Ingeborg Olsdatter (2014). Gruppeprosesser og servicedesign.
• Flagstad, Ingeborg Olsdatter (2014). Begeistringens kunst. Hvordan engasjere en gruppe?
• Flagstad, Ingeborg Olsdatter (2013). Gruppepsykologi, roller og relasjoner. [Radio]. Radio Exact.
• Flagstad, Ingeborg Olsdatter (2013). Psykodrama for selvinnsikt. Hamar Dagblad.
• Flagstad, Ingeborg Olsdatter (2013). Rollemestring. Hamar arbeiderblad.
• Flagstad, Ingeborg Olsdatter (2013). Far og datter: Relasjonsarbeid på teaterscenen. Protagonisten : medlemsblad for Norsk forening for psykodrama. ISSN 1501-7486. s. 11–13.
• Flagstad, Ingeborg Olsdatter (2012). Nyttårsforsetter og adferdsendring. [Radio]. NRK Hedmark og Oppland.
• Flagstad, Ingeborg Olsdatter (2012). Konflikt og kreativitet i grupper. Psykologisk tidsskrift. ISSN 1501-7508. 15(1), s. 14–18.
• Flagstad, Ingeborg Olsdatter (2012). Spontanitet. Cosmopolitan. ISSN 1504-5323.
• Flagstad, Ingeborg Olsdatter (2010). Primadonnaer og syndebukker.
• Flagstad, Ingeborg Olsdatter (2008). Fra lek til alvor. Ukeavisen ledelse. ISSN 1891-2028. 21(13), s. 18–19.
• Flagstad, Ingeborg Olsdatter (2008). Født fordomsfri. Foreldre og barn. ISSN 0332-513X. 32(4), s. 20–24.
• Flagstad, Ingeborg Olsdatter (2008). Nyskapning og kreativitet. Gründer : magasin for nyskaping, vekst og kapital. s. 6–8.
• Flagstad, Ingeborg Olsdatter (2007). Creativity and opposition in groups.
• Flagstad, Ingeborg Olsdatter (2007). Er nestekjærligheten i fare? Allers. ISSN 0805-9713. s. 22–25.
• Flagstad, Ingeborg (2006). Sosialiseringsbegrepet og gruppepsykologi. [Avis]. Pedagogisk Profil.
• Flagstad, Ingeborg Olsdatter (2006). Hvordan forstå prosessene som foregår i studentgrupper og foreleserteam? Vis sammendrag

  Teamorganisering av undervisning krever ny kunnskap om prosesser som foregår i grupper. Relasjonskompetanse er viktig for å kunne legge til rette for gruppearbeid og samarbeidslæring. Dette innlegget vil dreie seg om de prosessene som ofte utspiller seg, og hvordan man kan forstå og jobbe med relasjonene i en gruppe. Jeg vil også komme inn på personlighetstyper, hvor nyttig det er at vi er forskjellige og nytte av ulikhet. Samarbeidslæring (Jigsaw Puzzle, Elliot Aronson) er et vitenskapelig perspektiv som understøtter samarbeidslæring

• Flagstad, Ingeborg Olsdatter (2006). Sosiometri: Fra dronning til djevel på en dag. Mercurius. ISSN 1501-7230. 15(3).
• Flagstad, Ingeborg Olsdatter (2006). Vitne til vold. Hvorfor gjør vi ikke noe? NRK Puls. s. 44–47.
• Flagstad, Ingeborg (2005). Mennesket lever ikke bare for seg selv. [Avis]. Krigsropet, nr. 38.
• Flagstad, Ingeborg Olsdatter (2005). Roller i sosialisering. Pedagogisk profil. ISSN 0805-5610. 12(4), s. 10–12.
• Flagstad, Ingeborg (2004). Group Processes: Roles and Social Identity in a Solidarity Brigade. Vis sammendrag

  The purpose of this study was to examine group identity and roles in a group of twelve Norwegians working together for a year on a solidarity brigade in Mexico. The study aims at exploring how operating in a stressful environment influence intra-group processes. Data was collected through participant observation and a repeated measurement questionnaire design. Bales’ theory on role differentiation and Salazar’s model of a two-dimensional role space is used as a theoretical starting point. Social identity theory and self-categorisation theory provides the basis for analysing group identity. A distinction is made between identification based on shared values and identification based on interpersonal friendship. Leadership roles were found to be relatively distributed in the group, socioemotional roles players were found to hold task functions, but the relationship was not two way. The results contribute to the understanding of Bales’ differentiation hypothesis. Further, the relationship between role-differentiation and group identity was explored. Group identity formed rapidly, however it was found to be weakened midway through the work process. The group identity was seen to be based on values rather than interpersonal friendship. The relation between the concept of role and social identity was discussed, and it is argued that the two concepts are more closely related than previously assumed. Group dynamics were to a certain extent found to be influenced by the external environment. The group was mainly seen to cope well with the stressful situation in which it was embedded. In a follow up study I further explore the relationship between taks- and socioemotional roles in tree groups working in a Norwegian setting; a football team in the elite league, a work team and a student project group. Data was collected through observation and interviews of the group members. In addition, a SPGR (Styrke Person Gruppe Relasjon) questionnaire was administered. SPGR methodology is based on the structure of Bales SYMLOG method and theory, and is utilised to analyse group roles. The purpose is to se whether the task role players are specialised and inflexible compared to the socioemotional role players. If the socioemotional role players are flexible all-rounders, this may explain why they were seen to have task functions in the first study. If the task specialists’ roles are related to specific areas of the groups work, and they are less flexible this may shed light on why the task role players were not seen to have socioemotional functions. The data from the second study is in the process of being analysed.

• Flagstad, Ingeborg Olsdatter (2004). Markedsføring og utdanning. Studentavisen STATUS.
• Flagstad, Ingeborg Olsdatter (2004). Forskningspraksis på NTNU. Studentavisen STATUS.
• Flagstad, Ingeborg Olsdatter (2003). Urfolka sitt opprør i Chiapas - ei kort innføring. I Kiøsterud, Ellen Cathrine; Haslie, Anita; Jenset, Inga Staal; Mjærum, Astrid Harriet; Nesbakken, Guro; Valverde, Ragnhild & Vestbø, Kari (Red.), Kunnskap, makt og frigjøring - tekster om utdanning og utvikling. Solidaritet Forlag. ISSN 8291916136. s. 68–68.
• Flagstad, Ingeborg (2001). Gruppeprosesser. Etiske problemstillinger og metode.
• Flagstad, Ingeborg Olsdatter (2001). Zapatisme, et alternativ for oss. Vårt land. ISSN 0805-5424.
• Flagstad, Ingeborg (1999). Conflict management in relation to superordinate goals and the contact hypothesis in intergroup relations.
• Watten, Reidulf G.; Johnsen, Svein Åge Kjøs; Flagstad, Ingeborg Olsdatter; Rønning, Monica; Sylvelin, Foldøy & Conn, Ashley [Vis alle 7 forfattere av denne artikkelen] (2017). Terassen og Bruparken - Fremtidig bruk og muligheter. Lillehammer Kommune.
• Watten, Reidulf G.; Johnsen, Svein Åge Kjøs & Flagstad, Ingeborg Olsdatter (2016). Terassen og Bruparken. Framtidig bruk og muligheter. Lillehammer Kommune.
• Flagstad, Ingeborg & Kolstad, Arnulf (2001). Group processes: Roles, decision-making and identity in a solidarity brigade. Psykologisk Insitutt, NTNU. Vis sammendrag

  The present thesis aims at examining group identity, roles and decision-making processes in a group of twelve Norwegians working together for a year on a solidarity brigade in Mexico. The study aims at exploring how operating in a stressful environment influence intra-group processes. Data was collected through participant observation and a repeated measurement questionnaire design. With regard to decision-making, use of the consensus principle was seen to entail thorough discussions when differences of opinions existed, but strong perceptions of agreement among the active group members was seen to create a “consensus illusion”. Leadership roles were relatively distributed in the group. Socioemotional roles players were found to hold task roles, but the relationship was not two way. The results contribute to the understanding of the role differentiation hypothesis. Group identity formed rapidly, however it was found to be weakened midway throughout the work process. The group identity was seen to be based on values rather than interpersonal friendship. The relation between the concept of role and social identity was discussed, and it is argued that the two concepts are more closely related than previously assumed. Group dynamics were to a certain extent found to be influenced by the external environment. The group was mainly seen to cope well with the stressful situation in which it was embedded.

Se alle arbeider i Cristin