多样性和包容动机的概况:以员工为中心理解员工为什么努力融入和排斥

IF 6 2区 管理学 Q1 MANAGEMENT Human Resource Management Pub Date : 2023-07-20 DOI:10.1002/hrm.22186
Niamh E. A. Dawson, Stacey L. Parker, Tyler G. Okimoto
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引用次数: 0

摘要

尽管工作场所的多样性和包容性(D&I)实践非常普遍,但其对员工态度和行为的影响仍不一致。这表明,在了解员工如何实现 D&I 目标方面,需要以证据为基础的方法。借鉴自我决定理论,我们认为员工的 D&I 动机是了解支持包容的员工结果(即更多的包容和更少的排斥)如何产生的一个尚未开发的途径。此外,我们还利用归因理论来说明员工动机何时可以形成,并证明员工对其组织的 D&I 实践背后意图的归因在形成其随后的 D&I 动机方面起着重要作用。在两项研究中,潜特征分析确定了五种不同的 D&I 动机特征,它们与包容和排斥(研究 1)有不同的关系,并由 D&I 归因所预测(研究 1 和 2)。综上所述,这些研究结果凸显了在 D&I 背景下理解员工动机和归因的重要性。这些知识可以为员工如何实现包容目标提供信息,从而有可能帮助组织实现多元化的预期效益。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

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Profiles of diversity and inclusion motivation: Toward an employee-centered understanding of why employees put effort into inclusion and exclusion

Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence-based approaches in understanding how employees enact D&I goals. Drawing on self-determination theory, we argue that employee D&I motivation is an untapped pathway for understanding how inclusion-supportive employee outcomes (i.e., more inclusion and less exclusion) emerge. In addition, we leverage attribution theory to inform when employee motivation can be shaped, demonstrating that employee attributions of the intentions behind their organization's D&I practices play an important role in shaping their subsequent D&I motivation. Across two studies, latent profile analysis identified five distinct profiles of D&I motivation, which were differentially related to inclusion and exclusion (Study 1) and predicted by D&I attributions (Studies 1 and 2). Combined, these findings highlight the importance of understanding employee motivations and attributions within the context of D&I. Such knowledge can inform how employees enact inclusion goals, which has the potential to help organizations realize the desired benefits of diversity.

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来源期刊
CiteScore
11.50
自引率
9.10%
发文量
0
期刊介绍: Covering the broad spectrum of contemporary human resource management, this journal provides academics and practicing managers with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing HR managers
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