非白人标准:种族偏见在多样性,公平性和包容性领袖的看法
Rebecca M Paluch1, Vanessa Shum2
1Organizational Behaviour and Human Resources Division, Sauder School of Business, University of British Columbia.
The Journal of applied psychology
|June 8, 2023
概括
多样性,公平性和包容性 (DEI) 领导人通常预计不是白人,挑战传统的领导力刻板印象. 研究表明,由于特定的特征,观察者认为非白人个人更适合DEI角色.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 领导力研究 领导力研究
背景情况:
- 组织越来越多地采用多样性,公平性和包容性 (DEI) 领导角色.
- 传统的领导层被刻板印象为白人,但DEI的角色可能有所不同.
- 事证据表明,DEI的领导人往往不是白人.
研究的目的:
- 调查DEI领导者的角色是否与传统领导力有所不同.
- 检查观察者对DEI领导人种族的期望.
- 探索社会角色和角色匹配理论在DEI领导中的作用.
主要方法:
- 三项预先注册的实验研究,共有1913名参与者.
- 研究了DEI领导人的观察者期望和特征感知.
- 根据候选人的种族和角色一致性对领导者的评估进行了审查.
主要成果:
- DEI领导人通常被认为不是白人 (研究1).
- 与非白人团体相关的特征更符合DEI领导角色要求 (研究2).
- 非白人候选人获得了更强烈的DEI角色评估,通过社会正义承诺和歧视经验 (研究3) 进行调解.
结论:
- 德伊领导人的角色与传统的领导人对种族的期望有所不同.
- 角色一致性理论解释了为什么非白人候选人可能会被偏爱于DEI角色.
- 这些发现对DEI倡议,领导力研究和角色理论有影响.
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