<p></p><p>A significant body of work has
demonstrated the importance of diversity and representation in racial and
ethnic minority jobseekers’ organizational judgements. While representation is
often conceptualized as the general percentage or count of underrepresented
minorities (URM) within an organization, a broader definition has been proposed
that distinguishes this general or numerical representation from hierarchical
representation which considers the placement of those URM employees within an
organization. Although the separate effects of these two forms of
representation have been evaluated, the present study extends on earlier work
by considering the interactive effect. Additionally, the current research
considered a potential mechanism to explain the influence of these forms of
representation on URM’s organizational judgements. As expected, results showed
that an organization depicting more URM employees (high numerical representation)
and including Black leadership personnel (hierarchical representation) increased
URM’s identity-safety relative to those which had low numerical representation
and only White leadership. Moreover, and importantly, both representation
effects could be explained indirectly via feelings of anticipated tokenism. </p><br><p></p>
| Identifer | oai:union.ndltd.org:purdue.edu/oai:figshare.com:article/12564260 |
| Date | 29 June 2020 |
| Creators | Arielle N Lewis (9024158) |
| Source Sets | Purdue University |
| Detected Language | English |
| Type | Text, Thesis |
| Rights | CC BY 4.0 |
| Relation | https://figshare.com/articles/thesis/A_comparative_analysis_of_hierarchical_and_numerical_representation_in_organizational_diversity_perceptions_and_identity-safety/12564260 |
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