Şahin Onur, van der Toorn Jojanneke, Jansen Wiebren S, Boezeman Edwin J, Ellemers Naomi
Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands.
Department of Social and Organizational Psychology, Institute of Psychology, Leiden University, Leiden, Netherlands.
Front Psychol. 2019 Mar 27;10:575. doi: 10.3389/fpsyg.2019.00575. eCollection 2019.
We investigated how the perception of being dissimilar to others at work relates to employees' felt inclusion, distinguishing between surface-level and deep-level dissimilarity. In addition, we tested the indirect relationships between surface-level and deep-level dissimilarity and work-related outcomes, through social inclusion. Furthermore, we tested the moderating role of a climate for inclusion in the relationship between perceived dissimilarity and felt inclusion. We analyzed survey data from 887 employees of a public service organization. An ANOVA showed that felt inclusion was lower for individuals who perceived themselves as deep-level dissimilar compared to individuals who perceived themselves as similar, while felt inclusion did not differ among individuals who perceived themselves as surface-level similar or dissimilar. Furthermore, a moderated mediation analysis showed a negative conditional indirect relationship between deep-level dissimilarity and work-related outcomes through felt inclusion. Interestingly, while the moderation showed that a positive climate for inclusion buffered the negative relationship between deep-level dissimilarity and felt inclusion, it also positively related to feelings of inclusion among all employees, regardless of their perceived (dis)similarity. This research significantly improves our understanding of how perceived dissimilarity affects employees by distinguishing between surface-level and deep-level dissimilarity and by demonstrating the importance of a climate for inclusion.
我们研究了工作中与他人不同的认知如何与员工的被接纳感相关，区分了表面层次和深层次的不同。此外，我们通过社会接纳测试了表面层次和深层次不同与工作相关结果之间的间接关系。此外，我们测试了包容氛围在感知到的不同与被接纳感之间关系中的调节作用。我们分析了一家公共服务组织887名员工的调查数据。方差分析表明，与认为自己相似的个体相比，认为自己在深层次上不同的个体的被接纳感较低，而认为自己在表面层次上相似或不同的个体之间的被接纳感没有差异。此外，一项有调节的中介分析表明，深层次不同通过被接纳感与工作相关结果之间存在负向条件间接关系。有趣的是，虽然调节作用表明积极的包容氛围缓冲了深层次不同与被接纳感之间的负向关系，但它也与所有员工的被接纳感呈正相关，无论他们感知到的（不）相似程度如何。这项研究通过区分表面层次和深层次不同，并证明包容氛围的重要性，显著提高了我们对感知到的不同如何影响员工的理解。
