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首页> 外文期刊>Journal of Applied Psychology >Investigating Why and for Whom Management Ethnic Representativeness Influences Interpersonal Mistreatment in the Workplace
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Investigating Why and for Whom Management Ethnic Representativeness Influences Interpersonal Mistreatment in the Workplace

机译：调查为什么和为此管理种族代表性影响工作场所的人际关系虐待

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Preliminary research suggests that employees use the demographic makeup of their organization to make sense of diversity-related incidents at work. The authors build on this work by examining the impact of management ethnic representativeness-the degree to which the ethnic composition of managers in an organization mirrors or is misaligned with the ethnic composition of employees in that organization. To do so, they integrate signaling theory and a sense-making perspective into a relational demography framework to investigate why and for whom management ethnic representativeness may have an impact on interpersonal mistreatment at work. Specifically, in three complementary studies, the authors examine the relationship between management ethnic representativeness and interpersonal mistreatment. First, they analyze the relationship between management ethnic representativeness and perceptions of harassment, bullying, and abuse the next year, as moderated by individuals' ethnic similarity to others in their organizations in a sample of 60,602 employees of Britain's National Health Service. Second, a constructive replication investigates perceived behavioral integrity as an explanatory mechanism that can account for the effects of representativeness using data from a nationally representative survey of working adults in the United States. Third and finally, online survey data collected at two time points replicated these patterns and further integrated the effects of representativeness and dissimilarity when they are measured using both objective and subjective strategies. Results support the authors' proposed moderated mediation model in which management ethnic representation is negatively related to interpersonal mistreatment through the mediator of perceived behavioral integrity, with effects being stronger for ethnically dissimilar employees.
机译：初步研究表明，员工使用组织的人口化妆，以在工作中发出多样性相关的事件。作者通过审查管理种族代表性的影响 - 组织镜子中的管理者种族构成或者与该组织中的员工的种族构成未对准的程度来构建这项工作。为此，他们将信号理论和感觉视角整合到一个关系人口框架中，调查为什么管理种族代表性可能会对工作中的人际关系虐待产生影响。具体而言，在三项互补研究中，作者审查了管理种族代表性与人际关系虐待之间的关系。首先，他们分析了在明年的骚扰，欺凌和虐待的对骚扰，欺凌和虐待的看法之间的关系，他们在英国国家卫生服务60,602名雇员的样本中对其他组织的其他人进行了主持的。其次，建设性复制调查被认为是一种可观的行为完整，作为一种解释机制，可以考虑使用来自美国工作成年人的全国代表性调查的数据的代表性的影响。第三，最后，在使用两次使用目标和主观策略测量时，在两个时间点收集的在线调查数据复制了这些模式，并进一步纳入了代表性和异化的影响。结果支持作者提出的审核调解模型，其中管理种族代表与通过感知行为完整的中介员与人际关系虐待呈否定相关，具有更强大的种族不同的员工的影响。

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