Management & Organizations Department, Questrom School of Business, Boston University, Office 636B, Rafik B. Hariri Building, 595 Commonwealth Avenue, Boston, MA 02215, USA.
Management & Organizations Department, Questrom School of Business, Boston University, Office 560, Rafik B. Hariri Building, 595 Commonwealth Avenue, Boston, MA 02215, USA.
Curr Opin Psychol. 2024 Dec;60:101921. doi: 10.1016/j.copsyc.2024.101921. Epub 2024 Sep 27.
This review examines diversity ideologies as influential tools for managing intergroup relations in organizations. Drawing from over two decades of scholarship, we consider our evolving understanding of what diversity ideologies are, how they manifest, and what consequences they have. Diversity ideologies are multi-level constructs that can be espoused or enacted. They are a blueprint for how individuals and organizations should respond to social group differences. We distinguish between awareness and blindness ideologies, and their roles in shaping individual and group experiences. Finally, we describe how the effectiveness of these ideologies is contingent on the group targeted, the nature of the context, and individual differences. Overall, our synthesis of extant literature highlights how diversity ideologies both shape and are shaped by organizational environments.
这篇综述考察了多样性意识形态作为管理组织中群体间关系的有影响力的工具。我们借鉴了二十多年的学术研究，考虑了我们对多样性意识形态是什么、它们如何表现以及它们产生什么后果的不断发展的理解。多样性意识形态是多层次的构建，可以被拥护或实施。它们是个人和组织应该如何应对社会群体差异的蓝图。我们区分了意识和盲目意识形态，以及它们在塑造个人和群体经验中的作用。最后，我们描述了这些意识形态的有效性取决于目标群体、环境的性质和个体差异。总的来说，我们对现有文献的综合分析强调了多样性意识形态是如何塑造和被组织环境塑造的。
