Three Social Dilemmas of Workforce Diversity in Organizations: A Social Identity Perspective
从社会认同视角分析了组织在实现和维持劳动力多样性时面临的三个社会困境：组织参与、管理参与和个人参与，并探讨了如何通过解决后两个困境来促进组织参与。
This paper explores the relationship among three social dilemmas faced by organizations wishing to attain and maintain workforce diversity: the dilemmas of organizational participation, managerial participation, and individual participation. Functional and social category diversity offer benefits for organizations (creativity, adaptation and innovation, and access to external networks), but there are costs which deter organizations from pursuing these benefits. The costs associated with organizational participation in diversity initiatives arise because managers and their employees perceive organizational conflicts and organize their interactions along social identity lines, so that temporal traps and collective fences surround diversity. Resolving the subordinate dilemmas of managerial and individual participation provides the key to resolving the dilemma of organizational participation. Social identity theory is used to understand the dilemmas and to develop possible resolutions, which should make the benefits of diversity more immediately accessible to organizations and society.