Working From Dominant Identity Positions: Reflections From "Diversity-Aware" White People About Their Cross-Race Work Relationships
Working From Dominant Identity Positions: Reflections From "Diversity-Aware" White People About Their Cross-Race Work Relationships
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DOI：
10.1177/0021886317702607
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发表时间：
2017-06-01
影响因子：
3.5
通讯作者：
Crary, Marcy
中科院分区：
文献类型：
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作者：
Crary, Marcy
这是一项关于人们如何在跨身份的工作关系中学习从主导群体身份中工作的研究，重点是种族。我讨论了24个多样性意识的白色的人在跨种族的工作互动中，他们自己和/或其他的种族成为他们的显着经验的采访。通过对访谈的定性分析，我确定了10个共同的促进因素，涉及到组织和关系资源以及自我能力。我提出了一个框架，突出了这三种资源在应对跨种族参与的感知障碍的相互作用。讨论这些研究结果对个人和组织的影响，包括建议领导人参加组织资源，支持和建设性的种族工作，包括关注占主导地位的群体成员的种族认同发展。
This is a study of how people learn to work from dominant group identities in their cross-identity work relationshipswith a focus on race. I discuss interviews with 24 diversity-aware White people about their experiences in cross-race work interactions in which their own and/or the other's race becomes salient for them. Through a qualitative analysis of the interviews, I identified 10 common facilitating factors that relate to organizational and relational resources as well as self-capacities. I present a framework that highlights the interacting role of these three kinds of resources in responding to perceived barriers for cross-race engagement. Discussion of implications of these findings for individuals and organizations includes recommendations that leaders attend to organizational resources that support and enable constructive race workincluding attention to the race identity development of dominant group members.