Multicultural Employees: A Framework for Understanding How They Contribute to Organizations
提出一个理论框架，基于身份整合和身份多元性，解释多元文化员工如何通过认知和动机机制影响个人、社会和任务结果，并探讨组织认同和组织文化的调节作用。
Organizations are experiencing a rise in a new demographic of employees—multicultural individuals, who identify with two or more cultures and have internalized associated cultural schemas. I create a map of possible ways to organize more than one cultural identity, based on identity integration, which ranges from separated to integrated, and identity plurality, which ranges from single to multiple. Cognitive and motivational mechanisms drawn from social identity theory explain how identity patterns then influence both benefits and challenges for multicultural employees, categorized into personal, social, and task outcomes. Organizational identification and organizational culture moderate relationships between multicultural identity patterns and outcomes. The framework presented in this article offers a theoretical basis for understanding how multicultural employees may contribute to their organizations.