Racioethnicity, community makeup, and potential employees’ reactions to organizational diversity management approaches.
作者基于社会心理学的价值观文献和跨文化心理学的文化适应文献，提出理论解释组织多样性管理信号如何影响潜在员工对组织吸引力的感知。采用被试内政策捕捉实验设计模拟组织的多样性管理方式，并结合被试家乡社区的人口普查数据。多层线性模型分析发现，操纵的多样性工具价值通过提高对基于绩效的招聘期望，部分提升了组织吸引力感知。此外，操纵的同化性和整合性多样性管理信号与组织吸引力正相关，其中整合性多样性对来自白人比例极高社区的少数族裔和来自白人比例极低社区的白人员工影响最强。
We draw on the values literature from social psychology and the acculturation literature from cross-cultural psychology to develop and test a theory of how signals about an organization's diversity management (DM) approach affect perceptions of organizational attractiveness among potential employees. We examine the mediating effects of individuals' merit-based attributions about hiring decisions at the organization, as well as the moderating effects of their racioethnicity and the racioethnic composition of their home communities. We test our theory using a within-subject policy-capturing experimental design that simulates organizational DM approaches, supplemented with census data for the participants' home communities. Results of hierarchical linear modeling (HLM) analyses suggest that the manipulated instrumental value for diversity leads to higher perceptions of organizational attractiveness, in part through heightened expectations of merit-based hiring decisions. Further, the manipulated assimilative and integrative DM approach signals are positively related to organizational attractiveness and the effect of integrative DM is strongest for racioethnic minorities from communities with especially high proportions of Whites and Whites from communities with especially low proportions of Whites. (PsycINFO Database Record