... Relatedly, people report that they personally experience less discrimination than does their group (i.e., their fellow ingroup members; Olson, Roese, Meen, & Robertson, 1995;Taylor, Wright, Moghaddam, & Lalonde, 1990), a dis- crepancy that may arise from a self-protective strategy of denying personal discrimination (Crosby, 1984;Quinn & Olson, 2001). Further, group mem- bers derogate wayward ingroup members more severely than comparable wayward outgroup members (the black sheep effect) as a way to protect the individual self (Eidelman & Biernat, 2003), make group-serving judgments (i.e., attributions of group successes but not failures to internal factors) in order to protect the individual self (Sherman & Kim, 2005), disengage even from successful ingroups when intragroup comparisons threaten the individ- ual self (Seta & Seta, 1996), define justice according to immediate concerns of the individual self (Skitka, 2003), masquerade self-interest as group benevolence (Pinter & Wildschut, 2005), see themselves as exceptionally other-oriented in order to satisfy narcissistic self-motives (Gebauer, Sedikides, Verplanken, & Maio, 2012), and remain or exit their groups (i.e., companies) based more on the criterion of personal gain (e.g., promo- tion opportunities, resources, satisfaction) than corporate identification (Rusbult, Farrell, Rogers, & Mainous, 1988). ...