Being Different: Relational Demography and Organizational Attachment.

Tsui, Anne S.; Egan, Terri D.; OʼReilly, Charles A.

doi:10.5465/ambpp.1991.4976867

Cited by 812 publications

(1,475 citation statements)

References 74 publications

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“…In response, members of a higher-status group may feel an urge to defend their group interest and deliberately exclude the lower-status group from promising opportunities within organizations. Consistent with this argument, research shows that increases in women's share within establishments enhance their male coworkers' feeling of being threatened, as well as the overall level of intergroup competition (Tolbert et al 1995; Tsui et al 1992), making men less supportive of women's career advancement (South et al 1987). …”

Section: Gender and Employment-status Compositions In The Workplacementioning

confidence: 88%

“…The study also utilizes the Japanese setting to address an understudied question: Does worker composition matter if the size of each social group has little impact on its relative status? Much of the previous research on workplace composition assumes that the effect of a social group's numerical representation on its life chances or well-being is mediated through the group's relative influence within establishments (e.g., Cohen et al 1998; Kanter 1977; Tolbert et al 1995; Tsui et al 1992). Within Japanese organizations, however, the gaps in status and power between standard and nonstandard employees, as well as between men and women, are unlikely to change according to the share of nonstandard employees or women.…”

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confidence: 99%

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It's Who You Work With: Effects of Workplace Shares of Nonstandard Employees and Women in Japan

2013

Social Forces

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Previous research on workplace composition has not addressed how the share of nonstandard employees affects individual workers' opportunities and well-being. Moreover, existing studies generally assume that the effect of a group's numerical representation is mediated through the group's relative power and status within establishments. This study asks whether workplace composition matters when the size of each social group has little impact on its relative status. Specifically, I examine the economic and psychological consequences of the proportions of nonstandard employees and women in Japanese workplaces, where both groups are typically secondary workers who lack power regardless of their relative size. The results indicate that working in establishments with modest proportions of nonstandard employees enhances individuals' wages and likelihood of promotion, but working in those with higher proportions is detrimental. Conversely, the greater the share of nonstandard employees in a workplace, the more likely all workers are to suffer psychologically. Workplace gender composition is also linked to Japanese workers' reported chances of promotion and life satisfaction, but it is relevant to fewer worker outcomes than employment-status composition. This analysis underscores the need to consider workplace demography, even if the power and status gaps between different social groups vary little with each group's share within establishments. In addition, the findings suggest that the global trend of increasing nonstandard work arrangements has a more extensive impact on disparities among workers than prior research implies.

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Section: Gender and Employment-status Compositions In The Workplacementioning

confidence: 88%

mentioning

confidence: 99%

It's Who You Work With: Effects of Workplace Shares of Nonstandard Employees and Women in Japan

2013

Social Forces

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“…For example, Tsui, Egan, and O'Reilly (1992) suggested that the categorization process was "fundamental to the formation of in-groups and the widely documented tendency of individuals to prefer homogeneous groups of similar others" (p. 552, emphasis added). Williams and O'Reilly (1998, p. 119) reviewed over 40 years of diversity research and then arrived at a similar conclusion in noting that "it is clear that there are potentially negative consequences from social categorization processes operating in groups."…”

Section: Diversity and Categorizationmentioning

confidence: 97%

The Influence of Group Diversity on Intergroup Bias Following Recategorization

Cunningham

2006

The Journal of Social Psychology

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Although recategorization in laboratory studies of nominal groups has received considerable support, some researchers have criticized such efforts as impossible when demographic diversity is the source of group identification. Therefore, the purpose of the present study was to examine the influence of diversity on intergroup bias among groups where recategorization efforts had occurred. The author gathered data from 162 undergraduate students (as either 54 3-participant groups or 27 6-participant groups; 107 men and 55 women). Results of moderated regression analysis indicated that, although diversity did not influence participants' perceptions of the aggregate as a single group, diversity did influence intergroup bias. Specifically, bias was highest when more homogeneous groups merged with more diverse groups. The author discussed results in terms of theoretical contributions and implications for managing diversity.

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“…'', and if so, ''Are you worried that the symptoms you are experiencing may affect your ability to continue working?'' Difficulty with physical demands: assessed using the closedended question: ''On a scale from zero to five, with zero (0) being completely unable and five (5) [56], this measure captured participants' satisfaction with their work, pay, opportunity for promotion and relationships with their supervisor and coworkers. The scale included five items (scored 0-6), with low scores indicating low satisfaction.…”

Section: Rtw Durability Measuresmentioning

confidence: 99%