Current Opinion in Psychology最新文献

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How men react to women’s presence: A review and an agenda to expand team gender diversity research 男性对女性存在的反应：扩展团队性别多样性研究的回顾与议程

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-21 DOI: 10.1016/j.copsyc.2024.101911

Corinne Post , Jamie L. Gloor , Kris Byron

引用次数: 0

Heteroprofessionalism: The power of the gender/sex binary in the workplace 异性专业主义：工作场所性别二元论的力量

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-19 DOI: 10.1016/j.copsyc.2024.101908

Thekla Morgenroth , Teri A. Kirby , Jojanneke van der Toorn

LGBTQ + people continue to face bias and discrimination in the workplace. In this article, we focus on one subtle yet insidious manifestation of such bias: heteroprofessionalism. In workplace contexts, professionalism is generally encouraged. However, what is considered professional is subjective and often shaped by those with high status identities such as cis-heterosexuality. LGBTQ + identities are thus labelled unprofessional and inappropriate for the workplace context. We discuss (1) how heteroprofessionalism can be viewed as a manifestation of assimilation ideology that is employed to reinforce the gender/sex binary and (2) the negative consequences heteroprofessionalism has for members of the LGBTQ + community. We discuss future research directions and end with recommendations for combatting heteroprofessionalism and its harmful consequences.

男女同性恋、双性恋、变性者和跨性别者在工作场所仍然面临偏见和歧视。在本文中，我们将重点讨论这种偏见的一种微妙而隐蔽的表现形式：异性恋专业主义。在职场环境中，专业精神通常受到鼓励。然而，什么是专业是主观的，而且往往是由那些地位较高的人决定的，如顺式异性恋。因此，LGBTQ + 身份被贴上了不专业、不适合职场环境的标签。我们将讨论：（1）异性恋专业主义如何被视为同化意识形态的一种表现形式，这种同化意识形态被用来强化性别/性别二元对立；（2）异性恋专业主义对 LGBTQ + 群体成员造成的负面影响。我们讨论了未来的研究方向，最后提出了打击异性恋专业主义及其有害后果的建议。

引用次数: 0

Discrimination on the basis of race and color 基于种族和肤色的歧视

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-19 DOI: 10.1016/j.copsyc.2024.101909

Dillon Stewart , Hwayeon Myeong , Elisabeth Silver , Eden King , Jackson Matos , Heavenlei Thomas , Mikki Hebl

The heightened focus on racism and colorism in recent years has deepened scholarly attention to the pervasive emergence and impact of racism and colorism within organizations. In this review, we begin by exploring the diverse ways in which racism manifests within organizations. We then address the complexities and variations that exist within racial categories - exploring colorism and the ways targets of racism and colorism manage their identities. Finally, we present strategies to address and mitigate these evolving issues of racism and colorism, and we offer insights for both practice and future research.

近年来对种族主义和肤色歧视的高度关注加深了学者们对种族主义和肤色歧视在组织内部的普遍出现和影响的关注。在这篇综述中，我们首先探讨了种族主义在组织内部的各种表现形式。然后，我们探讨了种族类别中存在的复杂性和差异性--探讨了肤色歧视以及种族主义和肤色歧视的目标管理其身份的方式。最后，我们提出了解决和缓解这些不断演变的种族主义和肤色歧视问题的策略，并为实践和未来研究提供了启示。

引用次数: 0

Inclusion as a multi-level concept 包容是一个多层次的概念

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-19 DOI: 10.1016/j.copsyc.2024.101910

Lynn M. Shore , Beth G. Chung

Research on inclusion has proliferated in the last twenty years yielding over 188 articles [1] as both academics and practitioners have come to recognize that inclusion provides an opportunity for people of different backgrounds and identities to work together successfully. Inclusion research is wide-ranging and includes multiple actors from different levels of an organization. Studies of inclusion climate, leader inclusion, workgroup inclusion and interpersonal inclusion are reviewed as these inclusionary approaches help to create environments where employees feel like they belong and are valued for their uniqueness [2]. We highlight recent trends in the inclusion literature that intersect with diversity.

在过去二十年里，有关全纳的研究激增，发表了超过 188 篇文章[1]，因为学术界和实践者都认识到，全纳为不同背景和身份的人提供了成功合作的机会。全纳研究的范围很广，包括来自组织不同层面的多方参与者。我们回顾了有关全纳氛围、领导者全纳、工作组全纳和人际全纳的研究，因为这些全纳方法有助于创造让员工有归属感并因其独特性而受到重视的环境[2]。我们重点介绍了与多样性相关的包容性文献的最新趋势。

引用次数: 0

The power of cultural habits: The role of effortless control in delaying gratification 文化习惯的力量毫不费力的控制在延迟满足中的作用

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-18 DOI: 10.1016/j.copsyc.2024.101903

Kaichi Yanaoka , Rachel Foster , Laura E. Michaelson , Satoru Saito , Yuko Munakata

What factors lead children to delay gratification, holding out for larger rewards later instead of taking smaller rewards now? Traditionally, delay of gratification has been associated with effortful control and willpower. However, we propose that delay of gratification may be partially supported by effortless control employed through habits shaped within sociocultural contexts. Specifically, in sociocultural contexts where waiting is rewarding and socially valued, children are more likely to wait for larger, delayed rewards and to form associations between these contexts and waiting for rewards. These acquired habits enable waiting for rewards without requiring substantial cognitive effort. Based on this novel framework, we reconsider why childhood delay of gratification predicts life outcomes, and the role of cognitive, social, and cultural factors.

是什么因素导致儿童延迟满足，坚持在以后获得更大的回报，而不是现在接受较小的回报？传统上，延迟满足与努力控制和意志力有关。然而，我们认为，延迟满足可能部分是由社会文化背景下养成的习惯所产生的不费力气的控制所支持的。具体来说，在等待有回报且受到社会重视的社会文化环境中，儿童更有可能等待更大的、延迟的回报，并在这些环境和等待回报之间形成联想。这些习得的习惯使得等待奖励不需要付出大量的认知努力。基于这一新颖的框架，我们重新考虑了为什么童年延迟满足会预测人生结果，以及认知、社会和文化因素的作用。

引用次数: 0

Collective action control: Ubiquitous processes and cultural differences 集体行动控制：无处不在的过程与文化差异

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-18 DOI: 10.1016/j.copsyc.2024.101904

J. Lukas Thürmer , Kaiyuan Chen , Sean M. McCrea

Humans have two superpowers: reaching desired end-states (goals) and working together (cooperation). We conceptualize these two capabilities as one: collective action control. We discuss ubiquitous processes and (potential) cultural differences in collective action control in the context of two established frameworks—social identity and norms—as well as an emerging attribution of intent perspective. We illustrate collective action control processes by discussing responses to critical feedback during goal pursuit, as exemplified in research on the rejection of intergroup criticism (Intergroup Sensitivity Effect). Established frameworks did not predict the pattern of current empirical observations. We therefore call for developing the attribution of intent account through systematic theory building and research to identify the ubiquitous and culture-specific processes of collective action control.

人类有两种超能力：达到预期的最终状态（目标）和协同工作（合作）。我们将这两种能力概念化为一体：集体行动控制。我们在两个既定框架--社会认同和规范--以及一个新兴的意图归因视角的背景下，讨论了集体行动控制的普遍过程和（潜在的）文化差异。我们通过讨论在追求目标过程中对批评反馈的反应来说明集体行动控制过程，有关拒绝群体间批评（群体间敏感效应）的研究就是一个例子。已有的框架无法预测当前的经验观察模式。因此，我们呼吁通过系统的理论建设和研究来发展意图归因理论，以确定集体行动控制的普遍过程和特定文化过程。

引用次数: 0

Broadening our sights: Expanding the consequences of allyship for allies 扩大我们的视野：扩大盟友关系对盟友的影响

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-17 DOI: 10.1016/j.copsyc.2024.101902

Alyssa Tedder-King , Melanie Prengler , Elad N. Sherf

Scholars are increasingly recognizing that allyship affects allies themselves. Although existing scholarship covers a multitude of constructs, most of the literature focuses on social evaluations and their effects on allyship persistence. We posit that the dual focus on social evaluations and allyship persistence has limited the theoretical insights and applied relevance of scholarship on the consequences of allyship for allies. Our review highlights emerging and understudied proximal and distal consequences and possible connections among them to guide future research efforts. We urge scholars to elucidate the distal consequences of social evaluations of allies, further explore understudied proximal and distal consequences, and offer theory as to the nuanced relationships between proximal and distal consequences of allyship for allies.

学者们越来越认识到，盟友关系会影响盟友本身。尽管现有的学术研究涵盖了多种构建，但大多数文献都侧重于社会评价及其对盟友关系持久性的影响。我们认为，对社会评价和盟友关系持久性的双重关注限制了有关盟友关系对盟友的影响的理论见解和应用意义。我们的综述强调了新出现的、研究不足的近端和远端后果，以及它们之间可能存在的联系，以指导未来的研究工作。我们敦促学者们阐明盟友社会评价的远期后果，进一步探索研究不足的近端和远端后果，并就盟友关系的近端和远端后果之间的微妙关系提供理论依据。

引用次数: 0

Hear, hear! A review of accent discrimination at work 听，听！回顾工作中的口音歧视

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-16 DOI: 10.1016/j.copsyc.2024.101906

Ivona Hideg , Winny Shen , Christy Zhou Koval

Research on diversity in organizations has mostly focused on attributes that rely on visual cues (e.g., gender, race, age) and overlooked an important source of difference that relies on auditory cues – accents. However, workers with non-standard accents (i.e., non-native accents, regional accents) often experience discrimination and negative outcomes at work. We first review prior accent research suggesting that these negative effects can be explained by stereotypes/stigmatization or lower processing fluency. We then identify three emerging topic areas and suggest future research directions in each domain: intersectionality, organizational language policies and practices, and investigation of a greater range of accents and languages.

关于组织多样性的研究大多集中于依赖视觉线索的属性（如性别、种族、年龄），而忽略了依赖听觉线索的一个重要差异来源--口音。然而，拥有非标准口音（即非本地口音、地方口音）的员工在工作中往往会遭遇歧视和负面影响。我们首先回顾了之前的口音研究，这些负面影响可以用刻板印象/污名化或较低的处理流畅度来解释。然后，我们确定了三个新出现的主题领域，并就每个领域提出了未来的研究方向：交叉性、组织语言政策和实践，以及对更多口音和语言的调查。

引用次数: 0

Personnel selection systems and diversity 人员甄选制度和多样性

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-16 DOI: 10.1016/j.copsyc.2024.101905

Christopher M. Berry

Personnel selection systems affect diversity because they are the way organizations choose who is hired. Research on personnel selection systems and diversity is reviewed, with a particular focus on racial/ethnic diversity. Topics covered include the interrelated concepts of adverse impact and subgroup mean differences, research on why mean differences exist, and which selection predictors (particularly, cognitive ability tests) are most likely to cause adverse impact due to these mean differences. The historical perspective that organizations face a dilemma due to cognitive ability tests having the greatest validity and largest racial/ethnic subgroup mean differences is reviewed. Additionally, recent research is covered that suggests the validity of cognitive ability tests has been substantially overestimated, which has significant implications for the “validity-diversity dilemma.”

人员甄选制度会影响多样性，因为它们是组织选择聘用人员的方式。本文回顾了有关人员遴选制度和多样性的研究，尤其关注种族/族裔多样性。涉及的主题包括不利影响和亚群体平均差异这两个相互关联的概念、关于平均差异存在原因的研究，以及哪些选拔预测因素（尤其是认知能力测试）最有可能因这些平均差异而造成不利影响。从历史的角度回顾了由于认知能力测试具有最大的有效性和最大的种族/民族亚群平均差异，组织面临着两难的境地。此外，最近的研究表明，认知能力测验的有效性被大大高估了，这对 "有效性-多样性困境 "具有重要影响。

引用次数: 0

Diversity in top management teams and upper echelons of firms 高层管理团队和公司上层的多样性

IF 6.3 2区心理学 Q1 PSYCHOLOGY, MULTIDISCIPLINARY

Current Opinion in Psychology

Pub Date : 2024-09-16 DOI: 10.1016/j.copsyc.2024.101901

Quinetta Roberson , Emily Gerkin , Aaron Hill

Research on top management team (TMT) diversity has grown over the past decade as organizations are increasingly recognizing the purported benefits of diverse perspectives. In synthesizing recent research, we review the current state of the top management team diversity literature to answer for questions: (1) What features of TMT contexts make diversity an important consideration? (2) What types of diversity are most influential to team and organizational outcomes? (3) What are the mechanisms through which TMT diversity influences functioning? and (4) How do contexts shape the relationship between TMT diversity and performance outcomes? Based on our review, we highlight the inherent complexities of conceptualizing, measuring, evaluating, and understanding top management team diversity.

过去十年来，随着企业越来越认识到多元化视角的所谓益处，有关高层管理团队（TMT）多元化的研究也在不断增加。在综合最近的研究时，我们回顾了高层管理团队多样性文献的现状，以回答以下问题：(1) 高层管理团队背景的哪些特征使多样性成为重要的考虑因素？(2) 哪些类型的多样性对团队和组织的成果影响最大？(3) 高层管理团队多样性影响运作的机制是什么？ (4) 环境如何塑造高层管理团队多样性与绩效结果之间的关系？根据我们的回顾，我们强调了高层管理团队多样性的概念化、测量、评估和理解的内在复杂性。

引用次数: 0

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