Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs.

Martins, Luis L.; Parsons, Charles K.

doi:10.1037/0021-9010.92.3.865

Cited by 98 publications

(129 citation statements)

References 49 publications

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“…Participants read that they would evaluate a service and consulting company that was currently recruiting new employees in Germany. This company description was similar to those given in previous diversity studies (e.g., Martins & Parsons, 2007) and was expected to lead to general attractiveness among individuals from different backgrounds. Next, participants were told that they would be shown two subpages from the company's corporate website.…”

Section: Study 1 Methodsmentioning

confidence: 79%

“…To ensure the external validity (realism) of the manipulations, we developed the reviews on the basis of materials from websites and from previous diversity research (Martins & Parsons, 2007). To check the internal validity of our manipulations, participants completed Simons et al's (2007) behavioral integrity scale (see Study 1) (␣ ϭ .98) at the end of the survey.…”

Section: Study 2 Methodsmentioning

confidence: 99%

“…Hence, such statements and other diversity related organizational attributes have been argued to be "salient messages" about life in an organization (Backhaus, Stone, & Heiner, 2002, p. 298) and as such they might serve as signals for potential applicants to evaluate employers (e.g., Martins & Parsons, 2007;Windscheid, Bowes-Sperry, Mazei, & Morner, 2015). Avery and Johnson (2008) introduced their work on diversity mixed messages with the English proverb "Actions speak louder than words."…”

Section: Study Background and Hypothesesmentioning

confidence: 99%

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Actions speak louder than words: Outsiders’ perceptions of diversity mixed messages.

Windscheid¹,

Bowes‐Sperry²,

Kidder³

et al. 2016

Journal of Applied Psychology

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To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investigate the potentially indirect effect of such diversity mixed messages through perceived behavioral integrity on employer attractiveness. In Study 1, following a 2 ϫ 2 design, participants (N ϭ 225) were either shown a pro gender diversity statement or a neutral statement, in combination with a gender diverse board (4 men and 4 women) or a uniform all-male board (8 men). Participants' perceived behavioral integrity of the organization was assessed. In Study 2, participants (N ϭ 251) either read positive or negative reviews of the organization's behavioral integrity. Employer attractiveness was then assessed. Study 3 (N ϭ 427) investigated the impact of board gender composition on perceived behavioral integrity and employer attractiveness using a bootstrapping procedure. Both the causal-chain design of Study 1 and 2, as well as the significance test of the proposed indirect relationship in Study 3, revealed that a diversity mixed message negatively affected an organization's perceived behavioral integrity, and low behavioral integrity in turn negatively impacted employer attractiveness. In Study 3, there was also evidence for a tipping point (more than 1 woman on the board was needed) with regard to participants' perceptions of the organization's behavioral integrity.

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Section: Study 1 Methodsmentioning

confidence: 79%

Section: Study 2 Methodsmentioning

confidence: 99%

Section: Study Background and Hypothesesmentioning

confidence: 99%

See 1 more Smart Citation

Actions speak louder than words: Outsiders’ perceptions of diversity mixed messages.

Windscheid¹,

Bowes‐Sperry²,

Kidder³

et al. 2016

Journal of Applied Psychology

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“…Dündar-Akçay (2014) ise benzer özelliklere sahip ve benzer çalışma koşullarını sunan örgütler-den daha saygın, daha duyarlı ve daha prestij sahibi olanının adaylar tarafından tercih edildiğini belirtmiştir. Pozitif ayrımcı-lığı benimseyen örgütlerin de tercih sebebi olduğu bulgulanmıştır (Martins & Parsons, 2007;Smith, et al, 2004;Williams & Bauer, 1994). Benzer şekilde, Seijts (2002) bebek emzirmeye olanak tanıyan kurumların hem kadınlar hem de erkekler tarafından daha adil ve çekici bulunduklarını belirtmiştir.…”

Section: Introductionunclassified

Organizational attraction and perceived person-organization fit: a study among university students

Büyükgöze¹,

Erçetin²

2017

HIG

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ÖzBu araştırmada, üniversite öğrencilerinin lisans eğitiminin ardından çalışmak istedikleri kuruma ilişkin örgütsel çekicilik algıları ile algılanan birey-örgüt uyumu ilişkisine odaklanılmıştır. Çalışmaya, 161 kadın ve 92 erkek olmak üzere 253 üniversite öğrencisi katılmıştır. Katılımcıların yaş aralığı 19 ile 28 arasında değişmektedir (aralık = 9, x = 21.26, Ss= 1.619). Katılımcıların 106'sı (%41.9) 3. sınıf öğrencisi ve 147'si (% 58.1) ise dördüncü sınıf öğrencisidir. Üniversite öğrencilerinin örgütsel çekicilik algılarını ölçmek üzere Rau ve Hyland'ın 'Örgütsel Çekicilik Ölçeği' kullanılmıştır. Katılımcıların algılanan birey-örgüt uyumu ise Cable ve DeRue'nun ' Algılanan Birey-Örgüt Uyumu Ölçeği' ile incelenmiştir. Çalışma kapsamında kullanılan veri toplama araçlarının güvenirliği Cronbach alfa iç tutarlılık katsayısı ile geçerliği ise LISREL yazılımında gerçekleştirilen doğrulayıcı faktör analizi ile incelenmiştir. Bulgular, katılımcı üniversite öğrencilerinin lisans eğitiminin ardından çalışmak istedikleri kuruma ilişkin örgütsel çekicilik algıları ile birey-örgüt uyumu algıları arasında orta düzeyde aynı yönlü bir ilişki olduğunu göstermiştir (r = .615). Öğrencilerin çalışmak istedikleri kuruma yönelik birey-örgüt uyumu algılarının, o kuruma yönelik örgütsel çekicilik algılarındaki varyansın %38'ini açıkladığı gözlenmiştir. Çalışma sonucunda, öğrencilerin çalışmak istedikleri kurum ile aralarında olduğuna inandıkları uyumun, o kuruma ilişkin algıladıkları çekiciliğin anlamlı bir yordayıcısı olduğu belirlenmiştir. Araştırma sonuçları, ilgili kuramlar ve literatür çerçevesinde tartışılmıştır. Anahtar Sözcükler: Örgütsel çekicilik, Algılanan birey-örgüt uyumu, Üniversite öğrencisi ABSTRACTThe current study focuses on the relationship between organizational attraction perceptions and perceived individual-organization compatibility of university students toward the organizations they would like to work after university graduation. The participants consisted of 253 university students including 161 females and 92 males. Participant age ranged from 19 to 28 years (range = 9, X = 21.26, SD = 1.619). Of the participants, 106 were juniors (41.9%), and 147 were senior year students (58.1%). The ' Applicant Attraction Instrument' of Rau and Hyland was used to measure the organizational attraction perceptions of the university students. Participants' perceived individual-organization compatibility was assessed with the 'Perceived Person-Organization Fit Instrument' developed by Cable and DeRue. While the reliability of the scales used in the study was examined by the calculation of Cronbach alpha internal consistency coefficients, the validity was investigated by conducting confirmatory factor analysis on LISREL software. Findings indicated a positive and moderate correlation between organizational attraction perceptions and perceived individual-organization compatibility among university students toward the organizations they would like to work after graduation (r = .615). Further, participants' organizational attract...

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“…The impact of individual attitudes and beliefs on gender diversity was stressed out by Martins and Parsons (2007);Campbel and Minguez-Vera (2008) reveals that greater gender diversity in firms board of directors actually generate economic gains; Adams and Ferreira (2004) found that gender diverse boards can be more effective than homogeneous boards; lots of researches were focused on workforce diversity and performance: van Knippenberg et al (2004), Herring (2009) …”

Section: Literature Reviewmentioning

confidence: 99%

Gender and Management - Changing Perceptions and Attitudes

On¹,

Maior²

2014

EJBM

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The paper is proposing a study on subjective factors (as changing attitudes or expectations) that continue to influence female participation in decision making structures. The main objective of our research is to reveal some profound, less obvious causes of perpetuation of the gender imbalanced structures of most Romanian organizations. Expected influences of modernity on the relationship between the two genders are also questioned in order to verify the perpetuation of some social relations. We are also searching for consistency with other studies and reports on the similar subjective factors influencing the Romanian (or European) female representation in different power structures.

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Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs.

Cited by 98 publications

References 49 publications

Actions speak louder than words: Outsiders’ perceptions of diversity mixed messages.

Actions speak louder than words: Outsiders’ perceptions of diversity mixed messages.

Organizational attraction and perceived person-organization fit: a study among university students

Gender and Management - Changing Perceptions and Attitudes

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