少数种族和族裔的反对勇气:白人员工向上道德比较的源泉

IF 9.3 1区 管理学 Q1 BUSINESS Journal of Management Pub Date : 2024-03-29 DOI:10.1177/01492063241241312
Christian N. Thoroughgood, Katina B. Sawyer, Dejun Tony Kong, Jennica R. Webster
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引用次数: 0

摘要

研究表明,当处于优势地位的群体员工勇敢地站出来为处于社会边缘地位的同事争取权利时,他们向这些人传达了一种强有力的、公开的 "价值信息"。然而,这种以受益者为中心的视角虽然很有价值,却没有涉及第三方观察者可能从这种反对勇气(OC)中获得的自我意义,以及他们对勇敢者的行为的影响。借鉴社会比较文献,我们提出,对 OC 的感知可以成为优势群体观察者向上道德比较信息的来源。因此,一方面,我们认为对 OC 的认知会向观察者传达他们缺乏见义勇为者的道德品质的信息,这与道德自卑感有关,反过来又会促使他们对见义勇为者说三道四。另一方面,我们认为,对 OC 的感知也可以向观察者表明,他们有道德能力积极地为公平、包容的工作场所做出贡献,这与道德高尚感相关,反过来也会促使观察者对行为者说三道四。作为我们理论的核心,我们认为这些不同的反应取决于观察者自身是否有信心采取类似的勇敢行动--我们称之为 "对立勇气自我效能感"(oppositional courage self-efficacy)。利用白人员工的数据,我们对少数种族和少数族裔的 OC 进行了一项试点研究(即关键事件分析)和两项主要研究(即一项实验和一项三波调查),发现我们的假设得到了支持。最后,我们将讨论我们研究的意义。
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Oppositional Courage for Racial and Ethnic Minorities: A Source of White Employees’ Upward Moral Comparison
When advantaged group employees courageously stand up for the rights of their colleagues with marginalized identities, research suggests that they communicate a powerful, public “message of value” to such individuals. Yet, this beneficiary-focused perspective, while valuable, does not address the self-meanings that third-party observers may derive from such oppositional courage (OC) and the implications for their behavior toward the courageous actor. Drawing on the social comparison literature, we propose that perceptions of OC can be a source of upward moral comparison information for advantaged group observers. Thus, on the one hand, we argue that perceptions of OC can convey to observers that they lack the moral character of the courageous actor, which is associated with feelings of moral inferiority and, in turn, a motivation to negatively gossip about the actor. On the other hand, we suggest that perceptions of OC can also signal to observers their moral capacity to actively contribute to an equitable, inclusive workplace, which is associated with feelings of moral elevation and, in turn, a motivation to positively gossip about the actor. Central to our theory, we argue that these different reactions depend on observers’ own self-confidence to engage in similar courageous action—what we refer to as oppositional courage self-efficacy. Using data from White employees, we conducted one pilot study (i.e., a critical incident analysis) and two main studies (i.e., an experiment and a three-wave survey), on OC for racial and ethnic minorities and found support for our hypotheses. We conclude by discussing the implications of our research.
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来源期刊
CiteScore
22.40
自引率
5.20%
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0
期刊介绍: The Journal of Management (JOM) aims to publish rigorous empirical and theoretical research articles that significantly contribute to the field of management. It is particularly interested in papers that have a strong impact on the overall management discipline. JOM also encourages the submission of novel ideas and fresh perspectives on existing research. The journal covers a wide range of areas, including business strategy and policy, organizational behavior, human resource management, organizational theory, entrepreneurship, and research methods. It provides a platform for scholars to present their work on these topics and fosters intellectual discussion and exchange in these areas.
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