能否利用推动来增强组织中的多样性? 一个系统的审查
Jose A Cervantez1, Katherine L Milkman1
1The Wharton School of the University of Pennsylvania, Philadelphia, PA 19104, USA.
Current opinion in psychology
|September 14, 2024
概括
这篇评论探讨了心理上知情的推动如何增加组织多样性. 这些干预措施微妙地引导行为,以促进代表性不足的群体的招聘,晋升和应用多样性.
科学领域:
- 组织心理学 组织心理学
- 行为经济学是一种行为经济学.
- 多样性和包容性研究 研究多样性和包容性研究
背景情况:
- 组织越来越多地专注于使其劳动力多样化.
- 传统的多样性倡议在实现可衡量的成果方面面临挑战.
- 刺激提供了一种新的方法来改变行为,而不会改变激励.
研究的目的:
- 审查和综合有关使用nudges以增强组织多样性的文献.
- 根据他们的目标和他们采用的心理原则来分类nudges.
- 确定改善女性和种族少数群体多样性成果的策略.
主要方法:
- 对组织多样性推动现有研究进行系统审查.
- 根据干预目标 (组织流程与候选人行为) 划分nudges的分类.
- 分析不同类型的推动所利用的心理机制.
主要成果:
- 可以应用于组织流程 (招聘,晋升) 和候选人申请行为.
- 针对决策者和代表不足的候选人的干预措施显示了增强多样性的潜力.
- 心理原则,如选择架构和社会规范是推动有效性的关键.
结论:
- 推动代表了一个有希望的,低成本的战略,以推进组织多样性目标.
- 针对内部流程和外部候选人池,可以产生协同效应.
- 需要进一步的研究来优化推动设计,以持续改善多样性.
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