多样性通缩:层次代表对感知多样性,冲突和吸引工作团队的影响
N Derek Brown1, Sonya Mishra2, Shoshana N Jarvis3,4
1Columbia University, New York, NY, USA.
Personality & social psychology bulletin
|November 25, 2024
概括
团队对多样性的看法受到少数群体分布方式的影响. 层次代表性,少数群体跨层次整合,提高了团队的吸引力和感知的多样性,而不是在底部集群.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 多样性和包容性研究 研究多样性和包容性研究
背景情况:
- 层次代表,组织中少数群体的垂直分布,影响团队的看法.
- 以前的研究表明,层次的表现影响了团队的吸引力.
研究的目的:
- 探讨为什么基于层次表征而产生对团队吸引力的看法的新解释.
- 研究如何将少数群体聚集在低级别的职位上,与公平分配相比,对多样性和冲突的看法产生影响.
主要方法:
- 进行了五项研究,共有2946名参与者.
- 利用实验设计来操纵等级表征,并评估参与者对团队吸引力,多样性和冲突的看法.
- 在不同的代表场景下,测量感知到的多样性,冲突倾向性和团队吸引力.
主要成果:
- 具有较低层次代表性的团队被认为比具有公平层次代表性的团队不那么有吸引力,无论参与者的种族如何.
- 较低的等级代表性导致人们对多样性较低和更容易发生冲突的看法.
- 一个小小的东西.
- 多样性通缩 多样性通缩
- 观察到一个效应,参与者低估了黑人员工在低层次代表性的团队中的存在.
- 具有层次代表性的团队被评为有吸引力,与具有更平坦层次的多元化的团队一样有吸引力.
- 当团队被明确描述为充满冲突时,低层次代表对吸引力的负面影响减少了.
结论:
- 公平的层次代表对于提高团队吸引力和感知的多样性至关重要.
- 少数群体在层次结构中分布的方式显著影响多样性的感知,并影响团队的吸引力.
- 解决多样性通缩问题和促进包容性代表策略对于组织至关重要.
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