Department of Psychology, Durham University, Durham, United Kingdom.
Department of Psychology, Heinrich Heine University Düsseldorf, Düsseldorf, Germany.
PLoS One. 2022 Mar 28;17(3):e0266166. doi: 10.1371/journal.pone.0266166. eCollection 2022.
The successful integration of asylum seekers into the labor market is among the most pressing issues of refugee-receiving countries. We construe co-workers' willingness to collaborate with asylum seekers as a crucial factor for integration and investigate its antecedents. Linking Allport's contact theory with team diversity theories, we propose that a work team's diversity affects team members' willingness to collaborate with asylum seekers. We thus investigated the effects of different facets of objective (national, migration background, age, and gender) and perceived diversity in work teams on team members' willingness to collaborate with asylum seekers. In doing so, we also tested whether asylum seekers' status in the team hierarchy (superior vs. colleague), task interdependence, and pro-diversity team norms moderate these effects. Multi-level regression analyses based on 470 participants nested in 106 teams showed that, overall, team diversity played a small role in explaining the willingness to collaborate with asylum seekers. Age diversity was negatively associated with the willingness to collaborate with asylum seekers, especially when asylum seekers were considered to take a post as a superior rather than a colleague. In teams with high task interdependence, migration background diversity and willingness to collaborate with asylum seekers were positively associated. Pro-diversity norms did not moderate team diversity effects. Overall, our findings demonstrate that team diversity can have beneficial, harmful, and no substantial consequences for the willingness to work with asylum seekers, depending on the considered type of diversity and boundary conditions.
寻求庇护者成功融入劳动力市场是接收难民国家面临的最紧迫问题之一。我们认为，同事之间的合作意愿是融入的关键因素，并对其前因进行了调查。我们将 Allport 的接触理论与团队多样性理论联系起来，提出工作团队的多样性会影响团队成员与寻求庇护者合作的意愿。因此，我们调查了工作团队中客观（国家、移民背景、年龄和性别）和感知多样性的不同方面对团队成员与寻求庇护者合作意愿的影响。在这样做的过程中，我们还测试了寻求庇护者在团队层级中的地位（上级与同事）、任务相互依存关系和支持多样性的团队规范是否会调节这些影响。基于嵌套在 106 个团队中的 470 名参与者的多层次回归分析表明，总体而言，团队多样性在解释与寻求庇护者合作的意愿方面作用不大。年龄多样性与与寻求庇护者合作的意愿呈负相关，尤其是当寻求庇护者被认为担任上级而不是同事时。在任务相互依存度较高的团队中，移民背景多样性与与寻求庇护者合作的意愿呈正相关。支持多样性的规范并没有调节团队多样性的影响。总的来说，我们的研究结果表明，团队多样性对与寻求庇护者合作的意愿可能产生有益、有害和无实质性影响，这取决于所考虑的多样性类型和边界条件。
