6. OCB and diversity

Question 1

gender-role stereotypes

Answer 1

women -> higher communal attributes
OCB -> less salient
= aren’t noticed as much

Question 2

role ambiguity

-> results in

Answer 2

gender-role stereotypes in evaluations

Question 3

shifting-standards model

Answer 3

different judgment standards are used in domains in which there are different gender-role stereotypes

Question 4

shifting-standards model

• > Heilman & Chen, 2005
• > study 1.

Answer 4

altruistic citizenship behaviours (helping) are not seen as equally discretionary for everyone

-> regarded as more optional for men

Question 5

shifting-standards model

• > Heilman & Chen, 2005
• > study 2.

Answer 5

women were shown to be judged more on whatever they did with respect to helping behaviour

• > helped -> lesser reward than men
• > didn’t help -> paid price in performance evaluations and reward recommendations

Question 6

Gender as antecedent

-> promotion rates + salary

Answer 6

OCB is related more strongly to promotion rates for men

no effects of OCB on salary

Question 7

3 gender conclusions

Answer 7

1. work-related altruism is thought to be less optional for men
2. OCB may not have the same impact on promotion rates for females
3. same altruism behaviour can result in different performance evaluations and reward recommendations depending on gender

Question 8

social identity theory implications

-> ingroup-outgroup bias

Answer 8

personal identity -> social identity -> social categorization -> distinct social groups

“we” = ingroup -> satisfied social identity

-> intergroup comparison

“them” = outgroup -> dissatisfied social identity

Question 9

3 types of identity orientation

Answer 9

1. personal
2. relational
3. collective

Question 10

Vos & Van der Zee, 2011

1. scoring high on relational

Answer 10

-> more willing to cooperate with a german outgroup member

no difference between low and high relational -> willingness to cooperate with dutch ingroup members

Question 11

Vos & Van der Zee, 2011

2. priming identity orientation

Answer 11

Interpersonal relationships promote prosocial behaviour towards group members from a different social group

Willingness to help higher ingroup
Ingroup -> collective / outgroup => relational

Promoting a relations identity undermines the importance of social categorization -> reduces inter(sub)group bias

Question 12

overcoming barriers of diversity

Answer 12

Recruitment + selection of employees who are required to work in diverse teams -> assessing employee’s relational identity orientation

As a manager -> promote relational

• Emphasizing dyadic task structures with interdependent roles
• Rewarding dyadic performance e.g. mentoring