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首页> 外文期刊>Journal of Applied Psychology >Racioethnicity, Community Makeup, and Potential Employees' Reactions to Organizational Diversity Management Approaches
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Racioethnicity, Community Makeup, and Potential Employees' Reactions to Organizational Diversity Management Approaches

机译：种族，社区组成和潜在员工对组织多样性管理方法的反应

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摘要

We draw on the values literature from social psychology and the acculturation literature from cross-cultural psychology to develop and test a theory of how signals about an organization's diversity management (DM) approach affect perceptions of organizational attractiveness among potential employees. We examine the mediating effects of individuals' merit-based attributions about hiring decisions at the organization, as well as the moderating effects of their racioethnicity and the racioethnic composition of their home communities. We test our theory using a within-subject policy-capturing experimental design that simulates organizational DM approaches, supplemented with census data for the participants' home communities. Results of hierarchical linear modeling (HLM) analyses suggest that the manipulated instrumental value for diversity leads to higher perceptions of organizational attractiveness, in part through heightened expectations of merit-based hiring decisions. Further, the manipulated assimilative and integrative DM approach signals are positively related to organizational attractiveness and the effect of integrative DM is strongest for racioethnic minorities from communities with especially high proportions of Whites and Whites from communities with especially low proportions of Whites.
机译：我们从社会心理学的价值观文献和跨文化心理学的文化文献中汲取经验，以开发和检验有关组织多样性管理（DM）方法的信号如何影响潜在员工对组织吸引力的看法的理论。我们研究了个人在组织聘用决策中基于绩效的特质的中介作用，以及他们的种族民族和家庭社区的种族民族调节作用。我们使用受试者内部政策捕捉实验设计来测试我们的理论，该实验设计模拟组织DM方法，并辅以参与者家乡的人口普查数据。层次线性建模（HLM）分析的结果表明，操纵多样性的工具价值会导致对组织吸引力的更高认识，部分原因是通过提高对基于绩效的聘用决策的期望。此外，受控的同化和综合DM方法信号与组织吸引力成正比，而DM对白人比例特别高的社区的种族少数族裔和白人比例特别低的社区的少数民族最强。

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