Attributions of diversity, equity, and inclusion signals in organizations: An integrative conceptual review, theoretical extension, and future research agenda.
整合信号理论与归因理论，构建了DEI信号统一概念，解释为何某些DEI信号被视为不真诚，并提出了未来研究议程，对组织如何有效传达DEI承诺具有指导意义。
A growing body of research has examined how organizations communicate (i.e., signal) a stance on diversity, equity, and inclusion (DEI) using signaling theory. Yet, research using signaling theory is siloed and unintegrated, resulting in neglect of important parts of the process. Presently, signaling theory is used as an overarching framework to draw together a disparate body of work and to help identify missing links like signal type, observability, receiver attention, and perceived cost. We develop the unifying construct of DEI signals that integrate this growing and varied body of research. Signaling theory does not directly portray the cognitive processing of DEI signals. This is necessary to explain why some DEI signals are not interpreted as genuine and are therefore less effective at persuading stakeholders that organizations care about DEI. We integrate attribution theory with signaling theory to address this limitation, and we focus on aspects of attribution theory that develop an understanding of how signals are interpreted and why some are seen as insincere or inauthentic. Further, we consider the role of the broader internal (i.e., organizational) and external environments in which signaling occurs in relation to attribution and signaling theories. Finally, we provide a future research agenda that focuses on ways to better understand the role of context and audience in understanding and improving the efficacy of DEI signals. (PsycInfo Database Record (c) 2025 APA, all rights reserved).