Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts
Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts
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DOI：
10.1177/1368430214566892
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发表时间：
2015-02
影响因子：
4.4
通讯作者：
Wiebren Jansen;S. Otten;K. I. van der Zee
中科院分区：
文献类型：
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作者：
Wiebren Jansen;S. Otten;K. I. van der Zee
在两个实验中，我们测试了将文化多数群体明确纳入组织的多元化方法（包容性多元文化主义）如何影响大多数成员感觉自己融入组织并支持组织多元化努力的程度。在研究 1 中，我们关注未来的员工。我们发现，与大多数群体没有明确成为组织多样性一部分的“标准”多元文化方法相比，包容性多元化方法可以为那些高度需要归属感的人带来更高水平的预期包容性。在研究 2 中，我们转向现任组织成员。在这里，我们再次发现，包容性的多元文化方法增加了包容性的观念，但现在无论个人的归属需要水平如何，这种效果都存在。反过来，感知的包容性与大多数成员对组织多元化努力的支持呈正相关。总之，这些发现强调了包容各方的多元文化方法实现多样性的有效性。
In two experiments we tested how explicitly including the cultural majority group in an organization’s diversity approach (all-inclusive multiculturalism) affects the extent to which majority members feel included in the organization and support organizational diversity efforts. In Study 1 we focused on prospective employees. We found that an all-inclusive diversity approach, compared with the “standard” multicultural approach in which the majority group is not explicitly made part of organizational diversity, led to higher levels of anticipated inclusion for those with a high need to belong. In Study 2 we turned to sitting organizational members. Here, we again found that an all-inclusive multicultural approach increased perceptions of inclusion, but now the effect was present regardless of individual levels of need to belong. Perceived inclusion, in turn, was positively related to majority members’ support for organizational diversity efforts. Together, these findings underline the effectiveness of an all-inclusive multicultural approach towards diversity.