Doctoral Dissertation Research: The Impact of Diversity on Organizations

SES#：1002657PI：Cecilia Ridgeway Co-PI：Jamillah Bowman Stanford University这项研究试图澄清在哪些条件下，接触包容性多样性价值观会促进生产性结果，如公平的管理决策、减少歧视和改善认知表现。多样性价值观往往植根于不同的理由，即为什么少数群体和妇女在组织和决策中具有代表性很重要(例如，生产力、法律、道德)。这些不同的理由可能在感知的合法性、多数群体成员的抵制以及推动社会变革的潜力方面有所不同。本研究采用实验研究的方法，探讨了在协作决策任务中，多样性理论如何影响对少数群体成员的行为。参与者首先观看一段带有信息和图像的视频，这些视频间接地让他们接触到四种多样性理由之一。然后，他们与一个种族不同的小团体合作，以解决许多组织方案。数据是通过交互式计算机程序收集的，该程序记录决策过程中的模式，并在整个任务过程中管理调查问题。更广泛的影响这些发现将为关于扩大多样性在什么条件下创造更具包容性的组织环境和改善群体间关系的日益激烈的辩论提供信息。这些结果可以被领导人用来更好地评估寻求将多样性的价值制度化的替代政策、结构特征、法律战略和培训机制。

SES#: 1002657PI: Cecilia RidgewayCo-PI: Jamillah BowmanStanford UniversityThis study seeks to clarify the conditions under which exposure to inclusive diversity values promotes productive outcomes such as equitable management decisions, reduced discrimination, and improved cognitive performance. Diversity values are often rooted in different rationales about why it is important for minorities and women to be represented in organizations and decision making (e.g. productivity, legal, moral). These differential rationales may vary in perceived legitimacy, resistance by majority group members, and potential to promote social change. This study uses experimental methods to explore social psychological hypotheses regarding how diversity rationales influence behavior toward minority group members during collaborative decision making tasks. Participants first view a video with messages and imagery that indirectly expose them to one of four diversity rationales. They then collaborate with a small racially heterogeneous group to resolve a number of organizational scenarios. Data are collected through an interactive computer program that records patterns in the decision making process and administers survey questions throughout the task. Broader ImpactsThe findings will inform a growing debate about the conditions under which expanding diversity creates more inclusive organizational environments and improves intergroup relations. The results can be used by leaders to better evaluate alternative policies, structural features, legal strategies, and training mechanisms that seek to institutionalize the value of diversity.