ONE STEP FORWARD, ONE STEP BACK: WHITE MALE TOP MANAGER ORGANIZATIONAL IDENTIFICATION AND HELPING BEHAVIOR TOWARD OTHER EXECUTIVES FOLLOWING THE APPOINTMENT OF A FEMALE OR RACIAL MINORITY CEO

• 成果类型: Article
• 署名作者: Mcdonald, Michael L.; Keeves, Gareth D.; Westphal, James D.
• 署名单位: University of Texas System; University of Texas at San Antonio; University of Michigan System; University of Michigan; University of Michigan System; University of Michigan; University of Michigan System; University of Michigan
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2016.0358
• 发表日期: 2018
• 页码: 405-439
• 关键词: INTERPERSONAL INFLUENCE BEHAVIOR; ULTIMATE ATTRIBUTION ERROR; GROUP ENGAGEMENT MODEL; social identity; CORPORATE ELITE; IN-GROUP; DEMOGRAPHICALLY DIFFERENT; self-categorization; procedural justice; INVESTOR REACTIONS

摘要

In this paper, we examine white male managers' intrapsychic and behavioral responses to the appointment of a female or a racial minority CEOat their firm. Drawing from intergroup relations literatures, we theorize how and why the appointment of a minority-status CEO is likely to impact the amount of help that white male top managers provide to their fellow executives. We first explain how white male managers' negatively biased perceptions of racial minority and female CEOs lead them to experience a diminished sense of organizational identification following the appointment of a minority-status CEO. We then examine how this diminished sense of organizational identification is likely to reduce white male managers' general propensities to provide help to other executives at the firm. We finally consider how reduced identification might have especially strong negative implications for the amount of help that white male managers provide to colleagues who are racial minorities or women. Our results consistently support our theoretical expectations that, following the appointment of a female or racial minority CEO, white male top managers tend to experience a diminished sense of organizational identification, and, in turn, provide less help to colleagues, with this reduction particularly pronounced for help provided to minority-status colleagues.