Branding/Logomark minus Citation Combined Shape Icon/Bookmark-empty Icon/Copy Icon/Collection Icon/Close Copy 7 no author result Created with Sketch. Icon/Back Created with Sketch. Match!

The role of social identity, appraisal, and emotion in determining responses to diversity management

Published on Feb 1, 2011in Human Relations 3.37
· DOI :10.1177/0018726710377930
Veronique Tran5
Estimated H-index: 5
(ESCP Europe),
Patricia Garcia-Prieto4
Estimated H-index: 4
(ULB: Université libre de Bruxelles),
Susan C. Schneider15
Estimated H-index: 15
(University of Geneva)
Cite
Abstract
In this article, we address the question of why employees may resist or support any aspect of diversity management. More specifically, we propose a dynamic model that explains how and why specific social identities triggered by diversity management influence employees appraisals of diversity management, in turn eliciting specific emotions and specific behavioral responses such as resistance or support to various implementations of diversity management policies and practices. We rely on Intergroup Emotion Theory (IET) as the overarching theoretical framework, which draws from Social Identity Theory (SIT) and appraisal theories of emotion. The contribution of our model is to provide an additional lens to the diversity literature, moving from emotive reactions to diversity to emotional yet rational responses, which may be further understood via the iterative nature of the model. We discuss implications for future research.
  • References (68)
  • Citations (20)
Cite
References68
Newest
Published on Jan 1, 2010in Organization 2.70
Elaine Swan12
Estimated H-index: 12
(Lancaster University)
Arguing that commodities used in diversity management are relatively under-researched, this article examines a popular diversity image—a photograph of diversity as a mosaic—in order to explore what it can tell us about how racial difference is represented visually. In its close reading of the composition of the picture, the article argues that this diversity image acknowledges difference while at the same time it actually homogenizes it. The mosaic inscribes difference within a sameness grid and...
Published on Jan 1, 2010in Organization 2.70
Patrizia Zanoni11
Estimated H-index: 11
(Katholieke Universiteit Leuven),
Maddy Janssens25
Estimated H-index: 25
(Katholieke Universiteit Leuven)
+ 1 AuthorsStella M. Nkomo22
Estimated H-index: 22
(University of Pretoria)
[Zanoni, Patrizia] Hasselt Univ, SEIN Ident Divers & Inequal Res, Fac Business Econ, B-3590 Diepenbeek, Belgium. [Zanoni, Patrizia; Janssens, Maddy] Katholieke Univ Leuven, Fac Business & Econ, Res Ctr Org Studies, B-3000 Louvain, Belgium. [Benschop, Yvonne] Radboud Univ Nijmegen, Inst Management Res, NL-6500 HK Nijmegen, Netherlands. [Nkomo, Stella] Univ Pretoria, Fac Econ & Management Sci, Dept Human Resource Management, ZA-0002 Pretoria, South Africa. patrizia.zanoni@uhasselt.be; maddy.jansse...
Published on Jan 1, 2010
John C. Turner52
Estimated H-index: 52
(ANU: Australian National University)
Published on Jan 1, 2010in Organization 2.70
Frances Tomlinson7
Estimated H-index: 7
,
Christina Schwabenland5
Estimated H-index: 5
The tension between the business case and social justice approaches forms a crucial point of debate in the diversity and equality field. However, their presentation as essentially oppositional is brought into question when the ‘business’ of the organization itself concerns social justice. This article draws on research in UK voluntary (non-profit) organizations to reveal the ambiguities and variations found in local constructions of equality and diversity. Managers and diversity specialists reco...
Jawad Syed19
Estimated H-index: 19
(UKC: University of Kent),
Mustafa F. Özbilgin28
Estimated H-index: 28
(UEA: University of East Anglia)
The aim of this paper is to propose that a relational framework, which is underpinned by a contextual and multilevel conceptualisation of diversity management, can help international transfer of diversity management policies and practices. We argue that the mainstream single-level conceptualisations of diversity management within the territory of legal or organisational policy fail to capture the relational interplay of structural- and agentic-level concerns of equality. Consequently, individual...
Published on May 1, 2009in Journal of Experimental Social Psychology 3.29
Charles R. Seger10
Estimated H-index: 10
(IU: Indiana University),
Eliot R. Smith52
Estimated H-index: 52
(IU: Indiana University),
Diane M. Mackie43
Estimated H-index: 43
(UCSB: University of California, Santa Barbara)
Previous research [Smith, E. R., Seger, C. R., & Mackie, D. M. (2007). Can emotions be truly group-level? Evidence regarding four conceptual criteria. Journal of Personality and Social Psychology, 93, 431–446] has demonstrated that when people are explicitly asked about the emotions they experience as members of a particular group, their reported emotions converge toward a profile typical for that group. Two studies demonstrate that the same type of convergence occurs when a group identity is ma...
Diane M. Mackie43
Estimated H-index: 43
(UCSB: University of California, Santa Barbara),
Eliot R. Smith52
Estimated H-index: 52
(IU: Indiana University),
Devin G. Ray5
Estimated H-index: 5
(UCSB: University of California, Santa Barbara)
Intergroup emotions theory seeks to understand and improve intergroup relations by focusing on the emotions engendered by belonging to, and by deriving identity from, a social group (processes called self-categorization and identification). Intergroup emotions are shaped by the very different ways in which members of different groups see group-relevant objects and events. These emotions come, with time and repetition, to be part and parcel of group membership itself. Once evoked, specific interg...
Published on Dec 1, 2007in Work, Employment & Society 2.36
Mike Noon15
Estimated H-index: 15
(QMUL: Queen Mary University of London)
Published on Jan 1, 2007in Journal of Personality and Social Psychology 5.92
Eliot R. Smith52
Estimated H-index: 52
(IU: Indiana University Bloomington),
Charles R. Seger10
Estimated H-index: 10
(IU: Indiana University Bloomington),
Diane M. Mackie43
Estimated H-index: 43
(UCSB: University of California, Santa Barbara)
Recent advances in understanding prejudice and intergroup behavior have made clear that emotions help explain people’s reactions to social groups and their members. Intergroup emotions theory (D. M. Mackie, T. Devos, & E. R. Smith, 2000; E. R. Smith, 1993) holds that intergroup emotions are experienced by individuals when they identify with a social group, making the group part of the psychological self. What differentiates such group-level emotions from emotions that occur purely at the individ...
Published on Jan 1, 2006in ULB Institutional Repository
Patricia Garcia-Prieto4
Estimated H-index: 4
,
Klaus Scherer1
Estimated H-index: 1
+ 1 AuthorsDora Capozza4
Estimated H-index: 4
Cited By20
Newest
Published on Jul 4, 2019
Susanne Kaae10
Estimated H-index: 10
,
Lotte Stig Nørgaard9
Estimated H-index: 9
+ 4 AuthorsNima Jowkar
Background: Studies suggest that the way pharmacy counselling takes place does not fully support patients in obtaining optimal medicine use. To understand the basis of current challenges in pharmacy counselling, we investigated which selected related cues, i.e., objects, sounds, or circumstances in prescription encounters, patients, and pharmacy staff notice, and how they interpret these cues. Pharmacy practice researchers’ cue orientation was also investigated to explore possible differences to...
Published on May 1, 2019in Journal of Business Ethics 3.80
Amlan Haque1
Estimated H-index: 1
(UOW: University of Wollongong),
Mario Fernando15
Estimated H-index: 15
(UOW: University of Wollongong),
Peter Caputi38
Estimated H-index: 38
(UOW: University of Wollongong)
Contemporary leaders are increasingly challenged to execute their leadership roles with a higher sense of responsibility. However, only a handful of studies have empirically examined the influence of responsible leadership on employee and organisational outcomes. Using Social Identity Theory and Psychological Contract Theory, this paper reports the findings of the relationship between responsible leadership and organisational commitment through the mediating role of employee turnover intentions....
Caren Brenda Scheepers2
Estimated H-index: 2
(University of Pretoria),
Anastasia Douman (University of Pretoria), Preya Moodley (University of Pretoria)
Purpose In South Africa, women in senior management positions experience social identity dilemmas, necessitating more research into this domain. While research has been conducted into coaching and mentoring of these women, limited scholarly attention has been paid to sponsorship. This paper aims to explore the social identity of women at senior management levels and sponsorship as a proposed mechanism to develop talented women. Design/methodology/approach This qualitative research included two s...
Jesus Gacilo (Birkbeck, University of London), Brigitte Steinheider10
Estimated H-index: 10
(OU: University of Oklahoma)
+ 3 AuthorsTara Garrett (OU: University of Oklahoma)
Purpose Drawing on social identity theory and the concept of perceived organizational support, we conducted an online, exploratory survey of 150 LGBT workers in 28 countries to examine whether being LGBT provides a unique perspective in the workplace, if they perceive their employer appreciates this perspective, and what effects this has on perceived discrimination and perceived career advancement. Collectively these questions have implications for work engagement and career prospects of LGBT wo...
Published on Jan 1, 2018
Florence Villesèche3
Estimated H-index: 3
(CBS: Copenhagen Business School),
Sara Louise Muhr10
Estimated H-index: 10
(CBS: Copenhagen Business School),
Lotte Holck5
Estimated H-index: 5
(CBS: Copenhagen Business School)
In this chapter, we expand on the links between diversity and identity and on the relevance of considering them jointly in the context of the workplace. The chapter provides the reader with a succinct historical background of diversity management and a reflection on categories and categorization. The chapter also examines how the management of diversity contrasts with how individuals attempt to make sense of their identities in the workplace, thus speaking to the broader intellectual conversatio...
Published on Jan 1, 2018
Florence Villesèche3
Estimated H-index: 3
(CBS: Copenhagen Business School),
Sara Louise Muhr10
Estimated H-index: 10
(CBS: Copenhagen Business School),
Lotte Holck5
Estimated H-index: 5
(CBS: Copenhagen Business School)
Social identity theory (SIT) is arguably the most influential identity theory today. The grounding idea in this theory is that individuals not only have ‘personal identities’ but also have ‘social identities’: that is, they feel an attachment to one or more groups with which they believe they share an attribute or value that is identity-defining. Group-based diversity management, especially when related to gender- or race-/ethnicity-based social identity, is linked and discussed with regard to S...
Pinar Tufan1
Estimated H-index: 1
(Katholieke Universiteit Leuven),
Karel De Witte13
Estimated H-index: 13
(Katholieke Universiteit Leuven),
Hein J. Wendt1
Estimated H-index: 1
AbstractA diversity-related psychological contract (DPC) represents minority employees’ beliefs about the diversity-related promises their organization makes in return for their contributions. Based on social exchange theory, our study addresses the consequences of a DPC breach on the work behavior of ethnic minority employees, operationalized here as organizational citizenship behavior (OCB). For further insights, we apply intergroup emotions theory to develop and test a moderated mediation mod...
Published on Feb 1, 2017in Journal of Small Business Management 3.12
Charles Y. Murnieks8
Estimated H-index: 8
(OSU: Oregon State University),
Jeffery S. McMullen23
Estimated H-index: 23
,
Melissa S. Cardon20
Estimated H-index: 20
Entrepreneurial identities and emotions can have profound effects on entrepreneurs. We examine how positive emotion (PE) among entrepreneurs may be influenced by the congruence they experience between their self-concept and the entrepreneur social identity. Given that uncertainty in the business environment can exert powerful effects throughout the entrepreneurial process, we further test the moderating impact of environmental dynamism on the relationship between identity congruence and PE. Resu...