Inclusion and Diversity in Work Groups: A Review and Model for Future Research

Shore, Lynn M.; Randel, Amy E.; Chung, Beth G.; Dean, Michelle A.; Ehrhart, Karen Holcombe; Singh, Gangaram

doi:10.1177/0149206310385943

Cited by 1,250 publications

(1,784 citation statements)

References 156 publications

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“…This is a critical point given that recent models of relational demography (e.g., Riordan, 2000) and diversity more broadly (e.g., Shore et al, 2011) are limited to intraorganizational factors, ignoring the contexts in which organizations are embedded. This research pushes boundaries of relational demography theory and research on workplace diversity outside of the walls of the organization.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

et al. 2016

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A Socioecological Approach 2 AbstractPurpose: This paper advances a socioecological perspective toward understanding the relationship between demography and job attitudes by considering the joint effects of individual ethnicity and ethnic group relative representation--the degree to which an individualÕs own demographic group is represented similarly in his or her organization and the community in which the organization is located.Design/methodology/approach: Hierarchical polynomial regression analyses of census and survey data from 57,000 employees of 142 hospitals in the United Kingdom suggest that ethnic group relative representation is related to ethnic minority employeesÕ job satisfaction and turnover intentions.Findings: An asymmetric pattern emerged wherein the effect of underrepresentation on turnover intentions was stronger than the effect of overrepresentation. Moreover, the effects of relative representation varied with respectful treatment by coworkers; relative representation had little effect on attitudes of employees who reported low levels of coworker respect but generally enhanced attitudes when respect was high. Evidence regarding the implications of ethnicity and diversity on employee attitudes is severely limited by its exclusive focus on dynamics within organizations. In this paper, we argue that efforts to understand diversity must consider not only the demography of organizations but also its alignment with the demography of the communities in which organizations operate. that employee attitudes are a function of the demographic characteristics of not only those in their immediate work environment, but also the degree to which these characteristics align with the demography of the community in which their organization is embedded, termed relative representation. More specifically, we anticipate that different evaluative judgments will emerge when an individual is an ethnic minority in their organization but not a minority in the community surrounding their organization as compared to a situation where the individualÕs ethnic group is similarly underrepresented in both contexts. We argue that ethnic group relative underrepresentation can reduce employeesÕ attitudes, particularly when people feel their coworkers treat them disrespectfully.Thus, this paper makes three primary contributions to extant scholarship. First, by pushing the boundaries of relational demography theory through the lens of socioecological psychology, we provide new ideas about the complex interplay between individual, organizational, and community demography. We provide the first evidence that ethnic minority employeesÕ attitudes are affected by the representation of their group inside the organization relative to their representation in the community in which the organization is embedded. The relative representation of oneÕs ethnic group offers an unexplored explanation for the equivocal findings of previous research that has not incorporated community demography. Second, in considering respectful interpersonal experie...

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Section: Theoretical Implicationsmentioning

confidence: 99%

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

et al. 2016

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“…Inclusion is established when individuals have a sense of belonging to a group and perceive themselves to be a distinct and unique member of it. This must be combined with a group responsibility of including the individual, rather than the individual connecting to the group (Jansen, Otten, van der Zee, & Jans, 2014; Shore et al, 2011). If the group does not take responsibility for such inclusion, it may lead to marginalisation of people who do not fall within the behavioural norms of the group (Ytterhus, 2012).…”

Section: Resultsmentioning

confidence: 99%

Exploring health navigating design: momentary contentment in a cancer context

Sandén

Harrysson

Thulesius

et al. 2017

International Journal of Qualitative Studies on Health and Well

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Purpose: The technocratic and medicalized model of healthcare is rarely optimal for patients. By connecting two different studies we explore the possibilities of increasing quality of life in cancer care. Methods: The first study captures survival strategies in a historically isolated Arctic village in Norway resulting in Momentary contentment theory, which emerged from analysing four years of participant observation and interview data. The second study conceptualizes everyday life of cancer patients based on in-depth interviews with 19 cancer patients; this was conceptualized as Navigating a new life situation. Both studies used classic grounded theory methodology. The connection between the studies is based on a health design approach. Results: We found a fit between cancer patients challenging life conditions and harsh everyday life in an Arctic village. Death, treatments and dependence have become natural parts of life where the importance of creating spaces-of-moments and a Sense of Safety is imminent to well-being. While the cancer patients are in a new life situation, the Arctic people show a natural ability to handle uncertainties. Conclusion: By innovation theories connected to design thinking, Momentary contentment theory modified to fit cancer care would eventually be a way to improve cancer patients’ quality of life.

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“…Em relação à gestão da diversidade e inclusão, tem aumentado o interesse em identificar formas nas quais a diversidade pode contribuir para os processos organizacionais e para efetividade de suas ações (GONZALEZ; DENISI, 2009;HOMAN et al, 2008;SHORE et al, 2011) e maneiras para integrar esses indivíduos de grupos diversos ELY, 1996). Uma corrente de pesquisa envolvida nessa questão se refere à criação de ambientes de trabalho em que as pessoas se sintam incluídas (MOR BARAK, 1999;BILIMORIA;JOY;LIANG, 2008;ROBERSON, 2006;FERDMAN, 2010).…”

Section: Sobreposições Esticamentos Empréstimos E Domesticação Do Cunclassified

DIVERSIDADE EM CONTEXTOS DE TRABALHO: Pluralismo teórico e questões conceituais

Carvalho‐Freitas

Silva

Tette

et al. 2018

E&G

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Os objetivos do presente ensaio foram apresentar algumas características do pluralismo teórico em que se revestem as discussões sobre diversidade; indicar algumas confusões relacionadas ao conceito que contribuem para sua imprecisão e trazer para o cenário das discussões o conceito de diversidade funcional, como uma possibilidade de se pensar o grupo de pessoas com deficiência nos contextos de trabalho. Constata-se que a diversidade, a despeito das diferentes perspectivas em que possa ser analisada, é um fenômeno social, que em situações de trabalho, reflete a demografia organizacional e se distingue do que se denomina como ações afirmativas, gestão da diversidade e inclusão. A diversidade funcional é apresentada como uma caracterização das pessoas a partir de sua funcionalidade, colocando as pessoas com deficiência em uma categoria que circunscreve mais adequadamente o que caracteriza esse grupo e o distingue dos demais em situações de trabalho. Assim, por meio da forma de funcionar, de realizar as tarefas, de ser e estar no mundo, estas pessoas constituem uma variação das possibilidades humanas. Conclui-se que ao se colocar em relevo questões conceituais pode-se contribuir tanto para o desenvolvimento do conhecimento como para a implementação e a caracterização de práticas de gestão dentro das organizações.

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Inclusion and Diversity in Work Groups: A Review and Model for Future Research

Cited by 1,250 publications

References 156 publications

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

Exploring health navigating design: momentary contentment in a cancer context

DIVERSIDADE EM CONTEXTOS DE TRABALHO: Pluralismo teórico e questões conceituais

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