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Perceptions of supervisor support: Resolving paradoxical patterns across gender and race

机译:对主管支持的看法:解决整个性别和种族的矛盾模式

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摘要

This work reconciles previous discrepancies regarding when and how the demographic composition of supervisor-subordinate dyads relates to perceived supervisor support. We draw from social identity theory to argue that building relationships with higher-status group members, while distancing oneself from the lower-status group, is a contextually induced way female and racial minority employees may cope with identity threat in the workplace. Our results supported the hypotheses, indicating that this self-distancing effect via reduced perceived supervisor support only emerges in settings where gender or racial identities may be considered threatened (in organizations with climates of higher perceived gender inequity, Study 1; or climates of higher perceived diversity inequity, Study 2). Such results are particularly important and timely given the recent ample attention in popular media and academic outlets regarding the 'queen bee' effect, the 'crabs in the barrel' mentality, and diversity-valuing behaviour of leaders. The current research suggests that such behaviours are not generalizable to all female or minority employees; rather, this effect seems to be context-driven.
机译:这项工作与主管从属二元的人口统计组成何种以及如何与感知的主管支持有关的差异。我们从社会身份理论中汲取,争论与高级群体成员的建立关系,同时从低地位群体扩展,是女性和种族少数员工可以应对工作场所的身份威胁。我们的业绩支持假设,表明通过减少的感知主管支持的这种自我衰减效果仅在性别或种族身份被视为受到威胁的情况下出现(在具有更高的性别不公平的组织中,研究1;或更高的气候多样性不公平,研究2)。这种结果尤为重要,鉴于最近对受欢迎的媒体和学术网点有关“女王蜜蜂效应的学术网点,”桶“心态的螃蟹以及领导者的多样性估值行为。目前的研究表明,这种行为对所有女性或少数员工都不能改付;相反,这种效果似乎是情境驱动的。

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