Identifying the Ingroup: A Closer Look at the Influence of Demographic Dissimilarity on Employee Social Identity

Chattopadhyay, Prithviraj; Tluchowska, M.; George, Elizabeth

doi:10.5465/amr.2004.12736071

Cited by 257 publications

(281 citation statements)

References 106 publications

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“…In other words, we expect that the effects of ethnic group relative representation will be exacerbated for minorities as compared to majority group members (see Chatman & OÕReilly, 2004;Chattopadhyay et al, 2004). It is important to recognize that this prediction is inconsistent with some previous findings and the rationale that majority group members, who are accustomed to interacting with similar others, are more sensitized to dissimilarity than minority group members.…”

Section: H1: Ethnic Group Relative Representation Will Have a Curvilimentioning

confidence: 89%

“…These theories contend that people belong to different social groupsÑincluding visible and socially meaningful ethnic groups--with which they identify and from which they gain understanding of themselves and their social environments. This knowledge forms an individualÕs social identity (Chattopadhyay, Tluchowska, & George, 2004;Goldberg, Riordan, & Schaffer, 2010). Social identity, in turn, affects intra-and interpersonal experiences as people perceive and evaluate themselves and others according to these social group memberships.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…In their groundbreaking study, Tsui and OÕReilly (1989) coined the term relational demography to describe the comparative similarity between dyads or unit members on the dimensions of age, gender, education, tenure, and race. Similarity in these social identity characteristics was thought to underlie ingroup identification (Chattopadhyay et al, 2004), interpersonal attraction, improved communication, and enhanced social integration that would otherwise be threatened under conditions of dissimilarity (see also Baron & Pfeffer, 1994). In the current research, we will extend these theories by considering how comparative similarity effects involve not only individuals and their organizations, but also the communities in which organizations are embedded.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

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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: H1: Ethnic Group Relative Representation Will Have a Curvilimentioning

confidence: 89%

Section: Theoretical Backgroundmentioning

confidence: 99%

Section: Theoretical Backgroundmentioning

confidence: 99%

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

et al. 2016

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“…This line of reasoning suggests that there is a direct association between dissimilarity and team identification, and that team identification may mediate the negative effects of dissimilarity. The relationships between dissimilarity and team identification have been discussed and empirically examined by Chattopadhyay and colleagues Chattopadhyay, Tluchowska, & George, 2004). These researchers found support for the negative association between sex and racial differences, and various components of team identification (e.g.…”

Section: Mediating Role Of Identificationmentioning

confidence: 99%

The Role of Team Identification in the Dissimilarity-Conflict Relationship

Hobman

Bordia

2006

Group Processes & Intergroup Relations

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Nutzungsbedingungen Prashant Bordia University of South AustraliaThis study examined the role of team identification in the dissimilarity and conflict relationship. We tested competing predictions that team identification would either mediate or moderate the positive associations between visible (age, gender and ethnic background), professional (background) and value dissimilarity and task and relationship conflict. Data was collected from 27 MBA student teams twice during a semester. Multilevel modelling and a longitudinal design were used. Results showed that value dissimilarity was positively associated with task and relationship conflict at Time 2. Its effects on relationship conflict at Time 1 were moderated by team identification. Team identification also moderated the effects of gender, age and ethnic dissimilarity on task conflict at Time 2, and the effects of gender and professional dissimilarity on relationship conflict at Time 2. No support was obtained for the mediating role of team identification on the associations between dissimilarity and conflict, or for changes in the effects of dissimilarity over time.keywords conflict, dissimilarity, identification OVER the last decade, there have been numerous studies examining the impact of diversity upon conflict within work teams

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“…In this vein, scholars have suggested that stereotypes about women in the workplace are difficult to overcome, inasmuch as they are entrenched, influential, and automatically activated (Pratto et al, 1997;Bargh, 1999;Powell and Graves, 2003;Chattopadhyay et al, 2004).…”

Section: Women's Roles In Egyptmentioning

confidence: 99%

Sex stereotyping managerial positions

Elsaid

2012

Gender in Management: An International Journal

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Purpose -The purpose of this paper is to examine how men and women sex stereotype managerial positions and how they view women in managerial roles in Egypt and the USA, in order to provide meaningful cross-cultural comparisons. Design/methodology/approach -The study uses surveys that utilize the Schein descriptive index and the women as managers scale (WAMS) to compare perceptions on women in managerial positions in Egypt and the USA. The sample consists of 553 Egyptian and 324 American management students. Findings -The results show that in the Egyptian sample both males and females held negative views of women managers. However, in the US sample, women held more favourable views of women managers than did their male counterparts. In the Egyptian sample the English section female students had a more positive perception of female managers than their Arabic section counterparts.Research limitations/implications -The sample is limited to management students in Egypt and the USA. The Middle East includes countries with different cultures, such as Israel. About 10 percent of Egypt's population are Christians who do not necessarily share the same cultural beliefs as the country's Muslim majority. Practical implications -The paper helps donor countries better direct their aid programs when it comes to promoting gender equality and championing women's rights in the Middle East. Originality/value -Our contribution was to study the perceptions of female leaders in Egypt, an Arab, Muslim, Middle Eastern country. The gender research on countries with conservative cultures, such as Egypt, is an area that remains mostly unexamined. Our study aims to provide researchers and practitioners with a better understanding of the position of Egyptian women in management.

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Identifying the Ingroup: A Closer Look at the Influence of Demographic Dissimilarity on Employee Social Identity

Cited by 257 publications

References 106 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

The Role of Team Identification in the Dissimilarity-Conflict Relationship

Sex stereotyping managerial positions

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