Predicting employee attitudes to workplace diversity from personality,values, and cognitive ability

The current study assessed the predictive validity of broad and narrow measures of personality, values, and cognitive ability on employee attitudes to workplace diversity. Australian working adults (N = 731; 66% female; mean age = 43, SD = 12) completed the 200-item HEXACO Personality Inventory, Schwartz's Portrait Values Questionnaire, ACER measures of numeric, verbal, and abstract reasoning ability, the Attitudes Toward Diversity Scale, and four scales measuring prejudice towards female workers, ethnic workers, older workers, and workers with a disability. Results showed that Honesty–Humility, Extraversion, Openness, and cognitive ability (especially verbal) predicted more positive attitudes to workplace diversity. Valuing power, security, and tradition more, and valuing universalism less was associated with more negative attitudes to workplace diversity.     

Transformational leadership,diversity climate,and job satisfaction in selected South African companies

This study investigated the relationship between transformational leadership, diversity climate, and job satisfaction in a selection of South African companies. Participants were a convenience sample of 263 employees from the Gauteng Province (white?=?69.3%). They completed measures for transformational leadership, diversity climate, and job satisfaction. Structural Equation Modelling analysis revealed transformational leadership to directly predict job satisfaction and diversity climate, and to mediate the relationship between transformational leadership and job satisfaction. Moreover, transformational leadership directly and positively predicted quality of workplace diversity climate. Future leaders and managers should leverage an organisation’s diversity climate for job satisfaction applying transformational leadership strategies.     

Workplace diversity in South Africa: Its qualities and management

This qualitative study explored diversity management strategies used by South African financial institutions. The sample included 72 employees (33.33% females; 39.08% Indigenous African language speakers). Of the participants, 44.45% were white, 28.57% were black, 22.22% were Indian, and 4.78% were from the Coloured population group. The participants completed focus-group interviews or individual interviews on their workplace diversity experiences and its management. Themes emerging from Atlas.ti and Tesch’s data analyses included the consensus view that effective diversity management proactively addressed cultural differences, stereotyping, prejudice, discrimination, misunderstandings, communication gaps, and conflict due to organisational hierarchical levels. Organisational competitiveness is enhanced through client focused services and an employee valuing work environment. However, some of the employees also viewed diversity initiatives as costly, time-consuming, and forced on employees.     

Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes

Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, are only a small part of a much larger problem of workplace aggression—efforts by individuals to harm others with whom they work or the organizations in which they are employed. The present study investigated two major hypotheses with respect to such aggression: 1) contrary to what media reports suggest, most aggression occurring in work settings is verbal, indirect, and passive rather than physical, direct, and active; 2) recent changes in many organizations (e.g., downsizing, increased workforce diversity) have generated conditions that may contribute to the occurrence of workplace aggression. A survey of 178 employed persons provided partial support for both predictions. Verbal and passive forms of aggression were rated as more frequent by participants than physical and active forms of aggression. In addition, the greater the extent to which several changes had occurred recently in participants' organizations, the greater the incidence of workplace aggression they reported. © 1996 Wiley-Liss, Inc.     

Inching Toward Inclusiveness: Diversity Climate,Interpersonal Conflict and Well-Being in Women Nurses

Interpersonal conflict is a type of mistreatment acknowledged to be a serious problem in the United States workplace, particularly for women. This interpersonal conflict is related to negative outcomes in women, as well as the exclusion of women in the workplace, which highlights the importance of investigating ways to reduce this conflict. There is reason to believe that features of the social work environment may impact the prevalence of interpersonal conflict targeted at women. In particular, the extent to which a workplace includes social norms prohibiting mistreatment based on differences—a diversity climate—should be associated with lower levels of interpersonal conflict for women. As such, the goal of the current study was to examine the impact of diversity climate on the experience of interpersonal conflict in women. Additionally, well-being outcomes—burnout and engagement—were assessed as part of a model of diversity climate, interpersonal conflict, and outcomes. In a sample of 172 White women nurses from the northwestern U.S., three sources of conflict (physicians, manager and coworker) were found to relate negatively with diversity climate perceptions. Diversity climate perceptions were also associated with higher work engagement, and indirectly related to both engagement and burnout through conflict. The findings indicate that cultivating a diversity climate might be an important strategy to reduce interpersonal conflict experienced by women in the workplace.     

Testing a measure of instigated workplace incivility

Using a sample of 211 working adults, an instigated workplace incivility measure, distinct from an experienced workplace incivility and general interpersonal deviance measures, was developed. Correlates of instigated workplace incivility were then tested using 162 medical technologists over a 4‐year time frame. Results indicated that Time 1 measures of distributive justice and job satisfaction were negatively related to instigated workplace incivility, while a Time 1 measure of work exhaustion was positively related to such incivility. Furthermore, these three antecedents contributed significantly to explaining instigated workplace incivility, beyond Time 2 measures of these three variables. Future research issues, as well as study limitations, are discussed.     

Further explorations of perceptual speed abilities in the context of assessment methods, cognitive abilities, and individual differences during skill acquisition

Measures of perceptual speed ability have been shown to be an important part of assessment batteries for predicting performance on tasks and jobs that require a high level of speed and accuracy. However, traditional measures of perceptual speed ability sometimes have limited cost-effectiveness because of the requirements for administration and scoring of paper-and-pencil tests. There have also been concerns about the validity of previous computer approaches to administering perceptual speed tests (e.g., see Mead & Drasgow, 1993). The authors developed two sets of computerized perceptual speed tests, with touch-sensitive monitors, that were designed to parallel several paper-and-pencil tests. The reliability and validity of the tests were explored across three empirical studies (N = 167, 160, and 117, respectively). The final study included two criterion tasks with 4.67 and 10 hours of time-on-task practice, respectively. Results indicated that these new measures provide both high levels of reliability and substantial validity for performance on the two skill-learning tasks. Implications for research and application for computerized perceptual speed tests are discussed.     

Interculturalism: A new diversity ideology with interrelated components of dialogue,unity, and identity flexibility

Increased cultural diversity has led to considerable debate on how to best promote intergroup harmony within pluralistic nations. In the current research, we consider the nature of interculturalism, a new diversity ideology extensively discussed by political philosophers and policy-makers in Europe and beyond. Interculturalism consists of three interrelated components of dialogue, unity, and identity flexibility. Using data (N = 2,364) from three national surveys in two ethnically diverse nations (Netherlands and USA), we test a new measure of interculturalism and establish its independence from multiculturalism and assimilation. We then demonstrate that interculturalism predicts positive intergroup outcomes, over and above multiculturalism, and is in a theoretically meaningful way related to various criterion measures. Collectively, these studies establish the uniqueness of interculturalism from multiculturalism and demonstrate its promise for improving intergroup relations in culturally diverse nations.     

Identification complexity and conflict: how multiple identifications affect conflict across functional boundaries

We integrate insights from the social identity complexity and dual identification literature to explore the influence of workplace identification on cross-functional conflicts at work. We propose that patterns of identification across multiple identity targets will affect the development of cross-functional conflicts within an organization. We test our hypotheses in a two-wave study of 156 military personnel over a period of 4 months, finding support for our propositions. Specifically, we find that less complex patterns of identification (defined as dominant identification with a single workplace identity) are associated with higher increases in process, task and relationship conflict during cross-functional working, compared to complex patterns of identification (identification with two or three targets) and weak identification. These findings have important implications for cross-functional working, and also provide new insights into the role of identification complexity in shaping workplace outcomes.     

Inhibition,unusual perceptual experiences and psychoticism

The dimensional approach to psychosis suggests that research should focus on the performance of psychiatrically normal individuals on measures derived from the study of psychosis. Recent theories of schizophrenia postulate a defect at the interface of preconscious/conscious processes. Such a defect could occur as a result of some disturbance in inhibitory attentional mechanisms. A group of normal S's were assessed on three measures; (a) a priming task measuring inhibition, (b) a perceptual task, the verbal transformation effect, and (c) a number of questionnaires of relevance to the psychoticism dimension. As predicted low inhibition was correlated with unusual experiences on the perceptual task. Each of these measures correlated with a questionnaire measure of predisposition to hallucinations, but not with the other measures of psychoticism. No correlations with other personality variables as assessed by the EPQ were found.     

Workplace characteristics,career/vocation satisfaction,and existential well-being in Episcopal clergy

This study considers the association of workplace conditions with the well-being of individuals in a profession that is highly imbued with the sacred – ordained ministry. Data from 1202 Episcopal clergy were collected on measures of workplace conditions (meaningfulness; safety; and cognitive, emotional, and physical availability) along with well-being (career/vocation satisfaction, and spiritual well-being). Hierarchical OLS regression analyses indicated that workplace conditions were strong predictors of well-being. Men reported slightly higher career/vocation satisfaction, and gender also moderated the relationships between workplace conditions and well-being. The results suggest that perceived workplace conditions, such as meaningfulness, safety, and resource availability can have strong links with career satisfaction and existential well-being, especially in those occupations where work and spirit are intertwined.     

Ethnic diversity and cohesion in interdependent youth sport contexts

Team sports are a group environment in which individuals from various backgrounds often come together in pursuit of a common goal. Building on the findings of recent research that examined the effects of ethnic diversity in professional and intercollegiate sport contexts, we examined the association between ethnic diversity and youth athletes' perceptions of cohesion in interdependent sport teams (e.g., soccer), and tested ethnic identity as a moderator of this relationship. Multilevel analysis of data from 272 youth athletes nested within 24 teams revealed that ethnic diversity negatively predicted both task and social dimensions of cohesion, but ethnic identity did not emerge as a moderating variable. These findings are divergent from recent work that examined similar relationships in intercollegiate contexts. This highlights the complexity, and the importance, of examining the effects of ethnic diversity on team functioning-oriented variables at different levels of sport competition. Although replication studies are necessary to understand the reliability of the current findings, our study provides insight into the effects of ethnic diversity in youth sport and emphasizes pertinent developmental processes (e.g., identity formation) that scholars should take into consideration in future research.     

Association of Interpersonal Cognitive Complexity with Communication Skill in Marriage: Moderating Effects of Marital Distress

Little research has examined the influence of social cognition on communicative behaviors that spouses exhibit in conversational interactions. The present study examined the associations between interpersonal cognitive complexity and three marital communication skills: communication effectiveness (generating messages that have the desired outcome), predictive accuracy (anticipating accurately the effects of a message on a receiver), and perceptual accuracy (correctly inferring the intent of a message source). The study also evaluated whether marital distress moderated associations between cognitive complexity and communication skills. Participants (60 couples) discussed a problem from their own marriage and a vignette from the Inventory of Marital Conflicts ( 32 ) using the communication box. Cognitive complexity was moderately associated with perceptual accuracy, weakly associated with communication effectiveness, and not associated with predictive accuracy. Subsidiary analyses revealed that associations between cognitive complexity and the communication skills were generally stronger in the sub-sample of distressed couples than in the subsample of nondistressed couples.     

The psychometric properties of several measures of body image

Despite the recent upsurge of interest in the construct of body image, there is relatively little information on the psychometric properties of the instruments used to measure it. This study investigated the reliability and validity of several measures of body image and compared bulimics and normals on these measures. One hundred ten normal weight females, half of whom were diagnosed as bulimic, were administered two measures of affect toward one's body, two measures of perceptions of one's entire body, and three measures of perceptions of the size of specific body sites (face, shoulders, waist, and hips). In themain, the measures provided reliable indices of body image. Examination of the correlation matrix for the measures disclosed convergence for the affective measures of body image and for all but one of the perceptual measures of body image. There was also significant covariation between the affective and the perceptual measures. The multitrait-multimethod technique was used to investigate the construct validity of the measures concerned with perceptions of the size of body sites. The multitrait-multimethod matrices disclosed substantial convergence between perceptions of face, shoulder, waist, and hip size across the three measures. However, the measure which used kinesthetic estimates of body-site size produced low reliabilities and all three of the measures showed substantial method variance. Bulimics and normals differed significantly on both the affective and the perceptual components of body image.This study is based on the first author's masters thesis. Portions of this study were represented at the 1986 meeting of the Southeastern Psychological Association. A grant to the third author from the Anclote Psychiatric Center provided support for this research project.     

Perceptual complexity of lexical,surface structure,and deep structure types of ambiguous sentences and change in heart rate

Studies comparing lexical, surface-, and deep-structure types of ambiguous sentences with unambiguous ones for perceptual complexity show conflicting findings mainly because of task artifiacts and lack of adequate control of confounding variables. In the present study, three types of ambiguous sentences and matched unambiguous controls were compared. Acceleration and deceleration measures of heart rate (HR) were used since these have been shown to reliably indicate complexity of cognitive activity. The study used a Groups x Ambiguity Condition x Ambiguous Sentence-Type x Sentence-Clusters repeated measures Latin Square ANOVA design which permitted isolation of variance related to the specific ample of sentences used. Eighteen low-bias ambiguous sentences (six from each type) and their control pairs, divided into three lists, were presented to 30 male undergraduates. Analysis of data showed: (1) significant Ambiguity x Type and Ambiguity effects for the percentage of increase in HR during processing of the sentence and, (2) significant effect of Ambiguity for the percentage of decrease in HR. These results were interpreted as showing that while low-bias ambiguous sentences are perceptually more complex than unambiguous ones, the effect of ambiguity may be greater for deep-structure type of ambiguous sentences than for lexical and surface-structure types.     

Diversity and the Imagined Community: Immigrant Diversity and Conceptions of National Identity

As immigrant diversity increases across most developed democracies, there is an increasing concern that perceived threats to mainstream interests (both cultural and economic) will produce an ethnocentric response. This study approaches the question using survey measures that explicitly tap respondents' normative conception of membership in the national community. Based on cross‐sectional and over‐time analysis of the ISSP's “National Identity Module,” it shows that more immigrant‐exclusive definitions of the national ingroup are linked to both contextual and individual measures of cultural threat. Perceived economic threat at the individual level is also powerfully linked to this outcome, but contextual measures of economic prosperity are not. This finding lends weight to the argument that increasing levels of immigrant diversity are a threat to an inclusive sense of national identity that includes both natives and immigrants.     

UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM

Although prior evidence has demonstrated racial differences in employee absenteeism, no existing research explains this phenomenon. The present study examined the roles of 2 diversity cues related to workplace support—perceived organizational value of diversity and supervisor–subordinate racial/ethnic similarity—in explicating this demographic difference among 659 Black, White, and Hispanic employees of U.S. companies. Blacks reported significantly more absences than their White counterparts, but this difference was significantly more pronounced when employees believed their organizations placed little value on diversity. Moreover, in a form of expectancy violation, the Black–White difference was significant only when employees had racially similar supervisors (and thus would expect their companies to value diversity) and perceived that the organization placed little value on diversity.     

Familiarity,Priming, and Perception in Similarity Judgments

We present a novel way of accounting for similarity judgments. Our approach posits that similarity stems from three main sources—familiarity, priming, and inherent perceptual likeness. Here, we explore each of these constructs and demonstrate their individual and combined effectiveness in explaining similarity judgments. Using these three measures, our account of similarity explains ratings of simple, color‐based perceptual stimuli that display asymmetry effects, as well as more complicated perceptual stimuli with structural properties; more traditional approaches to similarity solve one or the other and have difficulty accounting for both. Overall, our work demonstrates the importance of each of these components of similarity in explaining similarity judgments, both individually and together, and suggests important implications for other similarity approaches.