Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions.
Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions.
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将社会认同带入工作：表现和抑制对感知歧视、工作满意度和离职意向的影响。
DOI：
10.1037/a0027724
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发表时间：
2012
影响因子：
3.3
通讯作者：
M. Hebl
中科院分区：
文献类型：
--
作者：
Juan M. Madera;E. King;M. Hebl
在当前的文章中，我们探讨了在工作中表现或压抑身份（种族/民族、性别、年龄、宗教、性取向或残疾）是否与感知歧视、工作满意度和离职意图有关。参与者包括211名在职成年人，他们完成了一项在线调查。结果表明，群体认同的抑制与感知歧视正相关（群体认同的行为表现为负相关），并预测工作满意度和离职意向。这些结果表明，不同的员工在工作时积极管理他们的非工作身份，这些身份管理策略具有重要的影响。
In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.