Martins Luis L, Parsons Charles K
College of Management, Georgia Institute of Technology, Atlanta, GA 30308-0520, USA.
J Appl Psychol. 2007 May;92(3):865-75. doi: 10.1037/0021-9010.92.3.865.
In this study, the authors examined how individual gender-related attitudes and beliefs affect the reactions of men and women to gender diversity management programs in organizations. They found that whereas there were no significant between-sex differences in the effects of gender diversity management on organizational attractiveness, there were strong within-sex differences based on individual attitudes and beliefs. Specifically, within the sexes, centrality of one's gender identity, attitudes toward affirmative action for women, and the belief that women are discriminated against in the workplace moderated the effects of gender diversity management on organizational attractiveness. The findings, combined with prior research, suggest that it is critical for organizations to incorporate efforts to manage perceptions of gender diversity management programs into their diversity management strategies.
在本研究中，作者考察了与性别相关的个人态度和信念如何影响男性和女性对组织中性别多样性管理项目的反应。他们发现，虽然性别多样性管理对组织吸引力的影响在性别之间没有显著差异，但基于个人态度和信念存在强烈的性别内部差异。具体而言，在性别内部，个人性别认同的核心程度、对女性平权行动的态度以及认为女性在工作场所受到歧视的信念，调节了性别多样性管理对组织吸引力的影响。这些发现与先前的研究相结合，表明组织将管理对性别多样性管理项目的认知的努力纳入其多样性管理策略至关重要。
