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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，员工利用组织的人口结构来理解工作中与多样性相关的事件。作者在这项工作的基础上，考察了管理层民族代表性的影响——一个组织中管理者的民族构成与该组织中员工的民族构成相反映或不一致的程度。为了做到这一点，他们将信号传递理论和感知视角整合到一个关系人口学框架中，以调查为什么以及对谁而言，管理层的民族代表性可能会对工作中的人际虐待产生影响。具体而言，在三项补充研究中，作者考察了管理层的民族代表性与人际虐待之间的关系。首先，他们分析了管理层的民族代表性与对来年骚扰、欺凌和虐待的看法之间的关系，并以英国国家卫生服务局60602名员工为样本，通过个人与组织中其他人的民族相似性进行调节。第二，建设性的复制调查将感知行为完整性作为一种解释机制，可以使用美国一项具有全国代表性的在职成年人调查的数据来解释代表性的影响。第三，也是最后一点，在两个时间点收集的在线调查数据复制了这些模式，并进一步整合了代表性和差异性在使用客观和主观策略进行测量时的影响。研究结果支持了作者提出的缓和调解模型，在该模型中，管理层种族代表性通过感知行为完整性的中介与人际虐待负相关，对种族不同的员工的影响更大。

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