- The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals
- Journal of Leadership and Organizational Studies
- Volume | Issue number
- 24 | 2
- Pages (from-to)
- Document type
- Faculty of Social and Behavioural Sciences (FMG)
Faculty of Economics and Business (FEB)
- Psychology Research Institute (PsyRes)
Amsterdam School of Economics Research Institute (ASE-RI)
We examined how formal organizational diversity policies affect minorities’ leadership-relevant self-perceptions and goals in two experiments. Organizational mission statements were manipulated to reflect policies acknowledging and valuing subgroup differences (Multiculturalism), de-emphasizing subgroup differences while valuing interindividual differences (Value-in-Individual Differences), or de-emphasizing differences in favor of an overarching group membership (Value-in-Homogeneity). Study 1 (N = 162) showed that, compared with Value-in-Homogeneity policies, Multiculturalism or Value-in-Individual Differences policies increase perceptions of an open diversity climate, which in turn enhance leadership self-efficacy of situational minority employees. Focusing on racial–ethnic minority and majority employees, Study 2 (N = 119) replicated and extended these findings by revealing similar results on anticipated leadership self-efficacy, positive outcome expectations, and the willingness to apply for higher level leadership positions.
- go to publisher's site
If you believe that digital publication of certain material infringes any of your rights or (privacy) interests, please let the Library know, stating your reasons. In case of a legitimate complaint, the Library will make the material inaccessible and/or remove it from the website. Please Ask the Library, or send a letter to: Library of the University of Amsterdam, Secretariat, Singel 425, 1012 WP Amsterdam, The Netherlands. You will be contacted as soon as possible.