Mollica Kelly A
Babcock Graduate School of Management, Wake Forest University, Winston-Salem, NC 27109, USA.
J Soc Psychol. 2003 Aug;143(4):415-31. doi: 10.1080/00224540309598454.
The author examined the influence of organizational diversity management on White men's and racial minorities' perceptions of fairness when members of their identity group were disproportionately harmed in a layoff. Using a scenario design, the author studied the reactions of 284 White male and racial minority layoff survivors under 2 different diversity contexts. White men saw the layoff as less fair to their group when other White men were laid off disproportionately in an active-diversity context versus an inactive-diversity context. Racial minorities' perceptions of fairness when other minorities were laid off disproportionately were not influenced by the diversity context, but they perceived the layoff as more fair to their group in an active-diversity context when White men were laid off disproportionately. The findings suggest that during layoffs or other significant organizational changes where job insecurity is heightened, different identity groups might perceive diversity management differently.
作者研究了组织多样性管理对白人男性和少数族裔在其身份群体成员在裁员中受到不成比例伤害时对公平性的看法的影响。作者采用情景设计，研究了284名白人男性和少数族裔裁员幸存者在两种不同多样性背景下的反应。在积极多样性背景与非积极多样性背景下，当其他白人男性被不成比例地裁员时，白人男性认为裁员对其群体不太公平。当其他少数族裔被不成比例地裁员时，少数族裔对公平性的看法不受多样性背景的影响，但当白人男性被不成比例地裁员时，他们认为在积极多样性背景下裁员对其群体更公平。研究结果表明，在裁员或其他导致工作不安全感加剧的重大组织变革期间，不同身份群体对多样性管理的看法可能不同。
