Members of high-status groups are threatened by pro-diversity organizational messages
Members of high-status groups are threatened by pro-diversity organizational messages
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DOI：
10.1016/j.jesp.2015.10.006
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发表时间：
2016-01-01
影响因子：
3.5
通讯作者：
Kaiser, Cheryl R.
中科院分区：
文献类型：
--
作者：
Dover, Tessa L.;Major, Brenda;Kaiser, Cheryl R.
高地位群体的成员可能会认为来自组织的支持多样性的信息威胁到他们群体的地位。两项初步研究（N = 322）表明，在想象申请工作时，白人而不是少数民族/种族表达了更多的担忧，当公司提到（与没有提到）其支持多样性的价值观时，他们会受到不公平待遇和反白人歧视。在第三个实验中，白色男性（N = 77）参加了一个招聘模拟。与申请中立公司的白色男性相比，申请支持多元化公司的参与者表现出更大的心血管威胁，对受到歧视表示更多的担忧，并在面试中留下更差的印象。这些影响并没有缓和种族认同，种族态度，或系统公平信念的个体差异。这些研究结果表明，高地位的身份可能比通常认为的身份威胁更敏感，这种敏感性是强大的高阶信仰和态度的差异。(C)© 2015 Elsevier Inc版权所有。
Members of high-status groups may perceive pro-diversity messages from organizations as threatening to their group's status. Two initial studies (N = 322) demonstrate that when imagining applying for a job, whites and not ethnic/racial minorities expressed more concerns about being treated unfairly and about anti-white discrimination when the company mentioned (vs. did not mention) its pro-diversity values. In a third experiment, white men (N = 77) participated in a hiring simulation. Participants applying to the pro-diversity company exhibited greater cardiovascular threat, expressed more concerns about being discriminated against, and made a poorer impression during the interview relative to white men applying to a neutral company. These effects were not moderated by individual differences in racial identification, racial attitudes, or system fairness beliefs. These findings suggest that high-status identities may be more sensitive to identity threats than commonly assumed, and that this sensitivity is robust to differences in higher-order beliefs and attitudes. (C) 2015 Elsevier Inc All rights reserved.