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How Identity Impacts Bystander Responses to Workplace Mistreatment.

Jamie L Gloor1, Tyler G Okimoto2, Xinxin Li3

  • 1University of St. Gallen.

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Summary
This summary is machine-generated.

Organizational identification can reduce bystander intervention in workplace incivility, while feminist identification promotes it. Stronger organizational ties may lead to overlooking discrimination, but also increase intervention once discrimination is clear.

Keywords:
attributionsbystanderdiscriminationfeminist identitygender identityidentificationincivilityinterventionmistreatmentorganizational identitythird party

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Area of Science:

  • Social Psychology
  • Organizational Behavior
  • Workplace Discrimination Studies

Background:

  • Selective incivility, a form of modern discrimination, targets individuals based on social group membership.
  • Understanding bystander responses to workplace incivility is crucial for fostering inclusive environments.
  • Social identity theory provides a framework for examining how group affiliations influence perceptions and actions.

Purpose of the Study:

  • To investigate how organizational, gender, and feminist identification shape bystander interpretations and responses to incivility and selective incivility toward women at work.
  • To test the hypothesis that stronger organizational identification decreases, while stronger gender identification increases, bystander perception of discrimination and intervention.
  • To explore the role of feminist identification in bystander intervention.

Main Methods:

  • A cross-lagged panel design with two-wave field data (Study 1).
  • A vignette experiment (Study 2).
  • An experimental recall study (Study 3).

Main Results:

  • Stronger organizational identification was associated with less perceived incivility as discrimination and less intervention, but also with increased intervention once discrimination was apparent.
  • No significant effect of gender identification on bystander perception or intervention was found.
  • Feminist identification positively predicted intervention, mediated by perceived discrimination.

Conclusions:

  • Organizational identification presents a "dark side" by potentially reducing sensitivity to discrimination but can also enhance intervention under certain conditions.
  • Contrary to expectations, gender identification did not significantly influence bystander responses to incivility against women.
  • Feminist identification emerges as a key factor promoting bystander intervention against workplace discrimination, regardless of the bystander's gender.