Simons Tony, Friedman Ray, Liu Leigh Anne, McLean Parks Judi
School of Hotel Administration, Cornell University, Ithaca, NY 14853-6902, USA.
J Appl Psychol. 2007 May;92(3):650-65. doi: 10.1037/0021-9010.92.3.650.
Recent research has suggested that employees are highly affected by perceptions of their managers' pattern of word-action consistency, which T. Simons (2002) called behavioral integrity (BI). The authors of the present study suggest that some employee racial groups may be more attentive to BI than others. They tested this notion using data from 1,944 employees working at 107 different hotels and found that Black employees rated their managers as demonstrating lower BI than did non-Black employees. Mediation analyses were consistent with the notion that these differences in perceived BI in turn account for cross-race differences in trust in management, interpersonal justice, commitment, satisfaction, and intent to stay. Results of hierarchical linear modeling were consistent with the idea that middle managers' perceptions of their senior managers' BI "trickle down" to affect line employee perceptions of the middle managers and that this trickle-down effect is stronger for Black employees. The authors interpret these results as indicative of heightened sensitivity to managers' BI on the part of Black employees. They also found a reverse in-group effect, in that Black employees were substantially more critical of Black managers than were non-Black employees.
近期研究表明，员工会受到对其管理者言行一致模式的认知的高度影响，T. 西蒙斯（2002年）将这种模式称为行为完整性（BI）。本研究的作者认为，一些员工种族群体可能比其他群体更关注行为完整性。他们使用来自107家不同酒店的1944名员工的数据对这一观点进行了测试，发现黑人员工对其管理者行为完整性的评价低于非黑人员工。中介分析与以下观点一致，即这些在感知到的行为完整性方面的差异反过来解释了在对管理层的信任、人际公平、承诺、满意度和留任意愿方面的跨种族差异。分层线性模型的结果与以下观点一致，即中层管理者对其高层管理者行为完整性的认知“向下渗透”，影响一线员工对中层管理者的认知，而且这种向下渗透效应在黑人员工中更强。作者将这些结果解释为表明黑人员工对管理者行为完整性的敏感度更高。他们还发现了一种反向的群体内效应，即黑人员工对黑人管理者的批评比非黑人员工要严厉得多。
