Suchergebnisse

PurposeThe purpose of this paper is to examine whether the impact of persistent racial bias, discrimination and racial violence is facilitated by otherwise well-intentioned individuals who fail to act or intercede. Utilizing the aversive racism framework, the need to move beyond awareness raising to facilitate behavioral changes is discussed. Examining the unique lens provided by the aversive racism framework and existing research, the bystander effect provides important insights on recent acts of racial violence such as the murder of Mr. George Floyd. Some promise is shown by the work on effective bystander behavior training and highlights the need for shared responsibility in preventing the outcomes of racial violence and discrimination to create meaningful and long-lasting social change.Design/methodology/approachThis paper uses literature based on the aversive racism framework together with the literature on the bystander effect to understand the factors, conditions and consequences for lack of intervention when the victim is African American. This paper also provides evidence and theory-based recommendations for strategies to change passive bystanders into active allies.FindingsThe use of the aversive racism framework provides a powerful lens to help explain the inconsistencies in the bystander effect based on the race of the victim. The implications for intervention models point to the need for behavioral and competency-based approaches that have been shown to provide meaningful change.Practical implicationsSeveral different approaches to address incidents of racial aggression and violence have been developed in the past. However, given the principles of aversive racism, a unique approach that considers the inconsistencies between self-perceptions and actions is needed. This sets a new agenda for future research and meaningful behavioral intervention programs that seek to equip bystanders to intercede in the future.Social implicationsThe need to address and provide effective strategies to reduce the incidence of racial aggression and violence have wide-ranging benefits for individuals, communities and society.Originality/valueBy connecting the aversive racism framework to the bystander effect, the need for different models for developing responsive and active bystanders can be more effectively outlined.

Despite government devoting time and resources to ending discrimination, disparities based on gender, race, and disadvantaged business status persist in the area of business development, access to capital, and contracting opportunities. We join with the growing number of scholars that call for the concept of virtuousness to be highly placed on the business and management research agendas. This research utilizes critical participatory action research (CPAR) as a tool for building capacity to define and implement meaningful change that has the potential to correct these persistent disparities. We describe a longitudinal project that uses CPAR for addressing gender and racial disparities in local government contracting opportunities. We developed a collaboration with several community, women and minority-serving and legal partners in order to move beyond documenting the problems and toward advancing corrective social policy changes based on the key principles of the CPAR methodology. We described this work in the context of social virtuousness and discuss the implications for future research and public policy.

"Mentoring Diverse Leaders provides up-to-date research on the impact of mentoring relationships in organizations, particularly as they relate to cultivating diverse leadership. Contributions from experts in the fields of psychology, business, law, non-profit management, and engineering draw connections between mentoring research, theory, and practice in both domestic and global organizations. Rather than standing apart from the broader goals and objectives of these organizations, they demonstrate the ways mentoring for diversity actually drives innovation and change, talent management, organizational commitment, and organizational success."--Publisher's description.

To examine the impact of race on attributions of a player's performance, 273 passages from the print media for six National Football League quarterbacks (three White, three Black) were subjected to content analyses. Three dimensions were examined for each passage: locus, stability, and controllability. Results indicated that performance by a Black quarterback was described by the print media as being due to internal, stable, and uncontrollable factors (natural ability). Performance by White quarterbacks was described by the print media as being due to internal, unstable, and controllable factors (hard work). Implications of resolving schemainconsistent information and the images of Black athletes portrayed by the print media are discussed.

This research examines the idea that the salience of a common group or team identity will have positive consequences on performance within a coacting sport (football) team. Ninety-four high school football players from four eastern regional schools completed a survey that measured strength of identification with the team as a whole, as offensive versus defensive units, or as individual players. Results from discriminant analysis revealed a single team unity factor that predicted membership in offensive and defensive units. Analysis of variance using this team unity construct indicated that players on winning teams (as determined by season win-loss record) emphasized team unity significantly more than players on teams with losing records. Implications for the applicability of a team identification to previous notions of team cohesion are discussed.

To examine how descriptions of the performance of female athletes are likely to reflect dominant beliefs about gender in society, 769 passages from the print media describing gold medal winning contests for four U.S. women's teams in the 1996 Olympics (basketball, gymnastics, soccer, and softball) and the U.S. women's hockey team in the 1998 Olympics were subjected to content analysis. The sports analyzed fall under the categories of Matteo's study classifying the gender appropriateness of sport (masculine, feminine, and neutral). Two dimensions were examined for each passage: task relevance and use of gender stereotypes. Consistent with our expectations, female athletes in male sports were described by the print media using frequent male-to-female comparisons and comments that had little to do with sports or the athlete's performance. Print media coverage of female athletes in female sports focused on performance while reinforcing female stereotypes. Implications of the images of female athletes portrayed by the print media are discussed.

Purpose
Given the nascent stage of research on microaggressions, the study is an attempt to better understand the experience of microaggressions and examine it from the point of view of different marginalized minority identities. The purpose of this paper is to report on the subjective experience of microaggressions from the lenses of gender, race, religion and sexual orientation.


Design/methodology/approach
To explore how microaggressions are experienced by different identities, the authors conducted four focus group studies with university students at a prominent Midwestern university. Each focus group focused on the experience of microaggressions for a particular identity group.


Findings
The authors discuss the nature and forms of exclusion that occur through microaggressions, and offer six microaggression themes that emerged as common across the marginalized identities studied. The authors add to the microaggression taxonomy and highlight the role of repetition in how microaggressions are perceived. The authors also discuss intersectional microaggressions.


Originality/value
While various studies have focused on reporting microaggression themes with regard to singular identities, this study is potentially the first that explores microaggression themes across different marginalized identities. The findings highlight novel forms of microaggressions such as the revealing or making visible of marginalized identities, and microaggressions emanating from within a minority group directed at other members within the same identity group, what the authors call as in-group microaggressions. The authors highlight and point to the need for more work on intersectional microaggressions.

The authors explore whether employees' willingness to perform organization citizenship behavior (OCB), or go "above and beyond" what is required by their jobs, is affected by social influence. The authors draw on social information processing and social learning theories to argue that OCB is contagious, or affected by the OCB of employees with whom a focal employee maintains social network ties. A study of admissions department employees reveals that strong advice ties between employees are positively and significantly related to similarity in OCB, whereas strong friendship ties and weak ties are not. Implications for research and practice, including suggestions for influencing ethical behavior in organizations, are discussed.