Suchergebnisse

This study examines the effects of two interethnic ideologies (assimilation and multiculturalism) on in-group favoritism and discrimination intention toward immigrants. Specifically, this study aims to test the concomitant impact of these two ideologies on intergroup biases in order to affirm whether these two paths are related to intergroup bias. Moreover, this study is designed to extend previous work that found relationships between interethnic ideologies and in-group favoritism to discrimination intention. Graduate students in management programs (N = 182) answered a questionnaire. The findings show that both interethnic ideologies are concomitantly related to in-group favoritism. In particular, while assimilation is positively related to in-group favoritism, multiculturalism is negatively related to in-group favoritism. Additionally, it shows evidence of indirect relationships between interethnic ideologies and the discrimination intention through in-group favoritism. The results are discussed in light of interethnic ideologies literature and presents directions for future research.

During the past 15 years, discrimination in work settings has become an increasing problem. The social enterprise (SE) and nonprofit literature suggests that these organizations discriminate against workers less frequently than for-profit organizations (FPOs). In the field of social psychology, it has been assumed that a multicultural approach to managing diversity would improve relationships among workers with different ethnic or cultural origins. This study examines the relationships between managers' attitudes toward immigrants and the organization's characteristics, namely, organizational multiculturalism, the organization's sector (FPO or SE), and organization's mission (i.e., work integration, home care services, and profit making). The survey was conducted among managers of organizations involved in the Belgian service voucher system. The results indicate that managers in work integration SEs are less prejudiced than managers in FPOs and home care services organizations, and that the more the workforce diversity is managed through a multicultural approach, the less prejudiced managers are.