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作者：Cho, Inchul; Hu, Biyun; Berry, Christopher M.
作者单位：University of North Georgia; Shanghai International Studies University; Shanghai International Studies University; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Much attention has been paid to the question of whether there is a modesty bias in East Asian employees' self-ratings of job performance (i.e., a tendency to self-rate their performance lower than supervisors rate it). However, empirical results are conflicting, with some studies supporting the modesty bias and others not supporting it. We suggest that moderators representing boundary conditions for the modesty bias effect may shed light on these conflicting results. In essence, the question s...
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作者：Roberson, Quinetta
作者单位：Michigan State University; Michigan State University's Broad College of Business; Michigan State University; Michigan State University; Michigan State University's Broad College of Business
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作者：King, Danielle D.; Fattoracci, Elisa S. M.; Hollingsworth, David W.; Stahr, Elliot; Nelson, Melinda
作者单位：Rice University; US Department of Veterans Affairs; Veterans Health Administration (VHA)
摘要：Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007). Leveraging survey data from 345 Black employees, open-ended question qualitative insights delineate three overarching ...
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作者：Sackett, Paul R.; Zhang, Charlene; Berry, Christopher M.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Berry et al. (2020) noted that predictive bias is a function of three factors: subgroup mean difference on the predictor (d(x)), subgroup mean difference on the criterion (d(y)), and test validity (r(xy)). They used meta-analytic estimates of each of these three to examine predictive bias against Hispanic test takers when cognitive tests are used in personnel selection. They found that tests underpredict Hispanic job performance by an average of .21 SDs, which would call into question the fair...
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作者：Wayne, Sandy J.; Sun, Jiaqing; Kluemper, Donald H.; Cheung, Gordon W.; Ubaka, Adaora
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of London; London School Economics & Political Science; Texas Tech University System; Texas Tech University; University of Auckland
摘要：This study identifies a unique bias faced by Black employees which makes it challenging for this group to manage their professional image. Integrating research on racial backlash, image management, and expectancy violation theory, we argue that self-promotion by Black employees will result in detrimental outcomes for this group compared to White, Hispanic, and Asian employees. Due to negative racial stereotypes related to their job competence, we hypothesize that self-promotion by Black employ...
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作者：Petsko, Christopher D.; Rosette, Ashleigh Shelby
作者单位：Duke University; Duke University
摘要：In the United States, leaders of the highest valued companies, best-ranked universities, and most-consumed media outlets are more likely to be White than what would be expected based on White people's representation in the U.S. population. One explanation for this racial gap is that U.S. respondents' prototype of a leader is White by default-which is, in turn, what causes White (vs. non-White) people to be promoted up the organizational ladder more quickly. Although this explanation has empiri...
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作者：Prengler, Melanie K. K.; Chawla, Nitya; Leigh, Angelica; Rogers, Kristie M. M.
作者单位：University of Virginia; Texas A&M University System; Texas A&M University College Station; Mays Business School; Duke University; Marquette University
摘要：Organizations are key mechanisms by which racism is enacted and perpetuated. Although much of the management literature has focused on organizational efforts to combat racial discrimination, some of the most transformative changes come from the everyday actions of employees themselves. In this study, we develop grounded theory on racial minority employees who choose to challenge racism from within the organizational structures that perpetuate it most (i.e., highly racialized organizations). We...
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作者：Lu, Jackson G.
作者单位：Massachusetts Institute of Technology (MIT)
摘要：In the U.S., Asians are commonly viewed as the model minority because of their economic prosperity. We challenge this rosy view by revealing that certain Asian groups may be susceptible to lower starting salaries. In Study 1, we analyzed 19 class years of MBAs who accepted full-time job offers in the U.S. At first glance, Asians appeared to have starting salaries similarly high as Whites'. However, a striking gap emerged once we distinguished between East Asians (e.g., ethnic Chinese), Southea...
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作者：Jun, Sora; Phillips, L. Taylor; Foster-Gimbel, Olivia Anne
作者单位：Rice University; New York University; Rice University
摘要：Asian employees occupy an intermediate status in the U.S. racial hierarchy between White and Black employees. Given this intermediate position, it is unclear whether and how Asian employees' own racial experience at work will affect their willingness to take action against racism toward other groups. In the current research, we examine how Asian employees' experiences of racism impact their propensity to combat racism against Black coworkers. Across four studies including a qualitative survey ...
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作者：Dang, Carolyn T.; Volpone, Sabrina D.; Umphress, Elizabeth E.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Colorado System; University of Colorado Boulder; University of Washington; University of Washington Seattle
摘要：Scholars have suggested that leader diversity ideologies are imbued with ethical or normative content (e.g., Nkomo & Hoobler, 2014). We advance this literature by examining the ethical consequences of leader diversity ideologies. Specifically, we integrate the ethical leadership framework and the theory of recognition to suggest that leaders who communicate about diversity by acknowledging individuals' racial/ethnic identities (i.e., use identity-conscious ideology) are deemed by followers as ...
