ABSTRACT

Diversity is growing in work organizations and inclusive climates are gaining increasing significance. The Optimal Distinctiveness Theory (ODT) can be applied as an organizational framework that designates both belongingness and uniqueness as components of inclusion. The study sought to examine the experiences of healthcare workers who are members of a minority ethnic group in the context of a violent conflict. Fifty in-depth interviews were conducted with healthcare professionals – Jews and Arabs – employed at eleven public hospitals in Israel. The interviews reveal the diversity of staff members at Israeli public hospitals. Arab workers, specifically, experience both belongingness and uniqueness. The former is reinforced by values of humanism and professionalism, whereas the latter cannot be fully manifested: Their cultural and religious uniqueness is respected, but their opinions regarding the Israeli-Palestinian conflict are silenced. They experience tension and ambiguity and their inclusion in the organization is not effected in full. ODT implementation will improve our understanding of how to achieve inclusion of minority group workers in healthcare organizations, particularly in conflictual contexts.

摘要

工作组织的多样性正在增长，包容性气候正变得越来越重要。最佳区别理论（ODT）可以用作将归属和唯一性都指定为包容性的组织框架。该研究旨在探讨在暴力冲突中属于少数族裔成员的医护人员的经历。对在以色列的11家公立医院工作的医疗保健专业人员（犹太人和阿拉伯人）进行了50次深度访谈。访谈揭示了以色列公立医院工作人员的多样性。具体地说，阿拉伯工人既经历归属感又经历独特性。前者被人文主义和专业主义的价值观所强化，而后者不能被充分体现：他们在文化和宗教上的独特性受到尊重，但他们对以巴冲突的看法却被压制了。他们经历了紧张和模棱两可，并且没有完全融入他们的组织中。ODT的实施将增进我们对如何使少数群体工人纳入医疗保健组织的理解，尤其是在冲突情况下。