Investigating why and for whom management ethnic representativeness influences interpersonal mistreatment in the workplace.
Investigating why and for whom management ethnic representativeness influences interpersonal mistreatment in the workplace.
复制标题
调查管理层种族代表性影响工作场所人际虐待的原因和对象。
DOI：
10.1037/apl0000238
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发表时间：
2017
期刊：
影响因子：
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通讯作者：
Lindsey AP
中科院分区：
文献类型：
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作者：
Lindsey AP
初步研究表明，员工会利用组织的人口构成来理解工作中与多样性相关的事件。在此基础上，作者研究了管理层种族代表性的影响，即组织中管理人员的种族构成反映或与组织中员工的种族构成不一致的程度。为此，他们将信号理论和意义构建视角整合到关系人口学框架中，以调查管理层种族代表性可能对工作中的人际虐待产生影响的原因和原因。具体而言，在三个互补的研究中，作者考察了管理层种族代表性与人际虐待之间的关系。首先，他们分析了管理层种族代表性与来年对骚扰、欺凌和虐待的感知之间的关系，并以英国国家卫生服务机构60,602名员工为样本，通过个人与组织中其他人的种族相似性来调节。其次，一个建设性的复制调查感知行为完整性作为一个解释机制，可以解释代表性的影响，使用的数据来自全国代表性的调查工作的成年人在美国。第三，也是最后，在两个时间点收集的在线调查数据复制了这些模式，并在使用客观和主观策略测量时进一步整合了代表性和差异性的影响。结果支持作者提出的有调节的中介模型，即管理层种族代表性通过感知行为完整性的中介与人际虐待负相关，并且对种族不同的员工的影响更强。（PsycInfo数据库记录(c) 2022 APA，版权所有）
Preliminary research suggests that employees use the demographic makeup of their organization to make sense of diversity-related incidents at work. The authors build on this work by examining the impact of management ethnic representativeness—the degree to which the ethnic composition of managers in an organization mirrors or is misaligned with the ethnic composition of employees in that organization. To do so, they integrate signaling theory and a sense-making perspective into a relational demography framework to investigate why and for whom management ethnic representativeness may have an impact on interpersonal mistreatment at work. Specifically, in three complementary studies, the authors examine the relationship between management ethnic representativeness and interpersonal mistreatment. First, they analyze the relationship between management ethnic representativeness and perceptions of harassment, bullying, and abuse the next year, as moderated by individuals’ ethnic similarity to others in their organizations in a sample of 60,602 employees of Britain’s National Health Service. Second, a constructive replication investigates perceived behavioral integrity as an explanatory mechanism that can account for the effects of representativeness using data from a nationally representative survey of working adults in the United States. Third and finally, online survey data collected at two time points replicated these patterns and further integrated the effects of representativeness and dissimilarity when they are measured using both objective and subjective strategies. Results support the authors’ proposed moderated mediation model in which management ethnic representation is negatively related to interpersonal mistreatment through the mediator of perceived behavioral integrity, with effects being stronger for ethnically dissimilar employees.(PsycInfo Database Record (c) 2022 APA, all rights reserved)