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

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

doi:10.2307/20159028

Cited by 125 publications

(126 citation statements)

References 112 publications

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“…The few scholars who have considered gender either found no differences in MJH experiences (Jamal et al, 1998) or found the experience to be worse for women such that male teachers earned more “outside employment pay” than female teachers (Betts, 2004), and MJH mothers were more likely to experience depression and less life satisfaction than SJH mothers (Bruns & Pilkauskas, 2019). Looking across studies, it appears that MJHers with higher social-status indicators (e.g., more experience, male; Chattopadhyay, Tluchowska, & George, 2004) have more enriching outcomes.…”

Section: A Systematic Review Of the Mjh Literaturementioning

confidence: 99%

Multiple Jobholding: An Integrative Systematic Review and Future Research Agenda

Campion

Caza

Moss

2019

Journal of Management

124

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Despite sizable but varying estimates of multiple jobholding (MJH) and decades of research across disciplines (e.g., management, economics, sociology, health and medicine), our understanding of MJH is rather limited. The purpose of this review is to provide a coherent synthesis of the literature on MJH, or working more than one job. Beginning with a discussion of the motivations and demographic predictors that forecast MJH, we note a distinct divide between the research that predicts MJH and the research that examines outcomes, with few studies exploring how motivations might relate to MJH experiences and outcomes. Another significant observation in this review is the inconsistency of findings across and within disciplines regarding whether MJH is depleting or enriching. Using this framework to organize our review, we attempt to reconcile the generally mixed results by presenting research on mechanisms and boundary conditions of MJH to explain how and when multiple jobholders (MJHers) are depleted or enriched. By integrating findings from the literature, we are able to articulate more clearly the paths of depletion and enrichment and discuss how push versus pull-based motivations to hold multiple jobs likely predict these pathways. Finally, we provide a strategic agenda highlighting areas where additional research is urgently needed to equip scholars with practical knowledge on how to help MJHers manage their multiple work roles and how to help organizations manage MJHers.

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Section: A Systematic Review Of the Mjh Literaturementioning

confidence: 99%

Multiple Jobholding: An Integrative Systematic Review and Future Research Agenda

Campion

Caza

Moss

2019

Journal of Management

124

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“…Given that implicit culture beliefs set up negative intercultural contact experiences, these beliefs could also have important implications for the study of diversity in organizational contexts. For example, research on work group diversity usually examines diversity based on objective criteria, such as differences in demographic characteristics (Chattopadhyay, Tluchowska, & George, 2004) or professional dissimilarity (Chattopadhyay, Finn, & Ashkanasy, 2010). The subjective experience of diversity shaped by implicit culture beliefs might interplay with objective dissimilarities to exert unique influence on organizational outcome.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Enhancing Cultural Intelligence: The Roles of Implicit Culture Beliefs and Adjustment

Chao

Takeuchi

Farh

2016

Personnel Psychology

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Although international experience has been proposed as an important factor contributing to the development of cultural intelligence (CQ), its effect on CQ has often been assumed. Through a contact hypothesis framework, this study advances our understanding of CQ. It examines the process through which CQ changes occur against the backdrop of international exchanges. University students who were enrolled in an international exchange program with partners worldwide participated in this study. Using a 3‐wave time‐lagged design, we found that implicit culture beliefs (the beliefs about fixedness or malleability of cultural attributes) influenced intercultural rejection sensitivity, which impacted the cross‐cultural adjustment of sojourning students and their subsequent CQ. Specifically, we found that cross‐cultural adjustment experiences, particularly in the social domain, play an important role in influencing CQ. Findings from this study raise novel research questions and underscore the need for more empirical work in this area. Theoretical and practical implications are discussed.

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“…In contrast, a large proportion of whites in the workplace does not cause status contamination or loss of social status for racial/ethnic minorities. As the status construction theory suggests, racial/ethnic minorities in a whitedominant society may even prefer being associated with whites (Chattopadhyay et al, 2004;Fiske, 2002). White employees in a white-majority workplace would enjoy better social integration within their large in-group without receiving strong out-group disparagement from minority groups to counteract the benefit.…”

Section: Racial/ethnic Similarity and Healthmentioning

confidence: 99%

Workplace racial/ethnic similarity, job satisfaction, and lumbar back health among warehouse workers: Asymmetric reactions across racial/ethnic groups

2013

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Summary Racial and ethnic minority employees constitute a significant proportion of the U.S. workforce. The literature on demographic similarity in the workplace suggests that the proportion of co‐workers who share the same racial/ethnic background (racial/ethnic similarity) can influence job attitudes and employee well‐being and that the reactions to racial/ethnic similarity may differ between the racially dominant and subordinate groups. This study applies status construction theory to examine the extent to which racial/ethnic similarity is associated with job satisfaction and lumbar back health among warehouse employees. We surveyed 361 warehouse workers (204 whites, 94 African‐Americans, and 63 Latino workers) in 68 jobs in nine distribution centers in the United States. Multilevel analyses indicate that white and racial/ethnic minority groups react differently to racial/ethnic similarity. For job satisfaction, white employees experience higher job satisfaction when they are highly racially/ethnically similar to their colleagues, whereas Latino employees experience higher job satisfaction when they are racially/ethnically dissimilar to others. As for lumbar back health, among Latino and African‐American employees, higher racial/ethnic similarity is associated with better lumbar back health whereas for white employees, the association is the opposite. Across all groups, moderate levels of racial/ethnic similarity were associated with the best lumbar back health. Copyright © 2013 John Wiley & Sons, Ltd.

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

Cited by 125 publications

References 112 publications

Multiple Jobholding: An Integrative Systematic Review and Future Research Agenda

Multiple Jobholding: An Integrative Systematic Review and Future Research Agenda

Enhancing Cultural Intelligence: The Roles of Implicit Culture Beliefs and Adjustment

Workplace racial/ethnic similarity, job satisfaction, and lumbar back health among warehouse workers: Asymmetric reactions across racial/ethnic groups

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