The Ins and Outs of Diversity Management: The Effect of Authenticity on Outsider Perceptions and Insider Behaviors
Abstract
We extend prior work by disentangling the effects of 2 aspects of diversity management—numerical diversity and authenticity of efforts—that may contribute to people's perceptions and behavior. Using a 2 (Demographic Heterogeneity) × 2 (Projected Diversity Image) factorial design, Studies 1 and 2 revealed significant interactions suggesting that both demographic diversity and authentic attention to diversity management are necessary to create a reputation for genuine commitment to diversity that may protect organizations from perceptions of discrimination. The third study examined the effect of diversity management authenticity on insider employee interpersonal behaviors. Study 3 revealed that individuals enacted more interpersonal helping behaviors toward newcomers in more authentic organizations. Together, these studies examine authenticity from both inside and outside the company.
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Employee attributions about the reasons for HR practices, such as perceived authenticity of diversity initiatives, influence employee attitudes and behaviors.
“A parallel is found in the broader HR literature; employee attributions about the reasons for certain HR practices, such as the perceived authenticity of diversity initiatives (Smith, Morgan, King, Hebl, & Peddie, 2012), influence employee attitudes and behaviors (Nishii, Lepak, & Schneider, 2008).”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Smith, Morgan, King, Hebl, & Peddie, 2012
Cites
ORGANIZATIONAL PERCEPTION MANAGEMENT
Elsbach, K. D. (2003) · Research in Organizational Behavior · doi:10.1016/s0191-3085(03)25007-3 · Cited by 277 · see citing works
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Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2020) · Journal of Business and Psychology · doi:10.1007/s10869-018-9602-5 · Cited by 491 · see citing works
- Authors
- Smith, A. N., Morgan, W. B., King, E. B., Hebl, M. R., & Peddie, C. I.
- Affiliations
- Oklahoma State University (US)
- University of Houston - Downtown (US)
- George Mason University (US)
- Rice University (US)
- Corresponding author
- Smith, Alexis Nicole
- Venue
- Journal of Applied Social Psychology
- Publisher
- Wiley
- Published
- 2012-11-21
- Volume
- 42
- Issue
- S1
- ISSN
- 0021-9029 (ISSN-L)
- 1559-1816
- OpenAlex
- W2155039226
- Cited by
- 41
- References
- 1
- Citations by year
- 2026: 2 · 2025: 5 · 2024: 3 · 2023: 3 · 2022: 5 · 2021: 5 · 2020: 5 · 2019: 1 · 2018: 1 · 2017: 3 · 2016: 6 · 2015: 1 · 2014: 1
- FWCI
- 1.56
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Social Psychology (publishedVersion)
- Topics
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- diversity management, authenticity, demographic heterogeneity, perceived diversity, interpersonal helping, newcomers, perceived discrimination, organizational reputation
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