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Why and when is implicit racial bias linked to abusive supervision? The impact of manager racial microaggressions and individualized consideration
Current Psychology ( IF 2.387 ) Pub Date : 2022-06-10 , DOI: 10.1007/s12144-022-03292-8
Carin Bergh, Jenny M. Hoobler

We explore whether abusive supervision may occur more in mixed-race supervisor-subordinate dyads. Specifically, our model tests whether, in mixed-race dyads, a manager’s implicit racial bias may be associated with racial microaggressions, and, subsequently, subordinates’ perceptions of the degree to which that manager is an abusive supervisor. Social identity theory supports the why of these predictions. We also test when it may be possible for some managers to overcome their racial biases—by engaging in behaviors reflective of viewing their subordinates as individuals, rather than members of another race, via individuation theory. In this vein, we investigate a way in which race-based mistreatment and abusive supervision may be mitigated. We tested our predictions in 137 manager-employee dyads in two chemical manufacturing firms in South Africa. We found a positive relationship between manager implicit racial bias and abusive supervision, and that this relationship is lessened by individualized consideration–a moderator of the mediated effect of manager racial microaggressions on bias and abuse. Thus, our hypotheses were supported. We conclude with implications for victimized employees, and possible strategies to combat race-based aggression for organizations.



中文翻译:

为什么以及何时与滥用监督相关联的隐性种族偏见?经理种族微侵犯和个性化考虑的影响

我们探讨滥用监督是否可能更多地发生在混合种族的主管-下属二元组中。具体来说,我们的模型测试了在混合种族中,经理的隐性种族偏见是否可能与种族微观攻击相关,以及随后下属对该经理虐待主管程度的看法。社会认同理论支持这些预测的原因。我们还测试什么时候一些管理者有可能克服他们的种族偏见——通过个体化理论,他们的行为反映了将下属视为个人而不是另一个种族的成员。在这方面,我们研究了一种可以减轻基于种族的虐待和虐待监督的方法。我们在南非两家化学制造公司的 137 名经理-雇员二元组中测试了我们的预测。我们发现经理隐性种族偏见和虐待监督之间存在正相关关系,并且这种关系因个体化考虑而减弱——这是经理种族微攻击对偏见和虐待的中介效应的调节剂。因此,我们的假设得到了支持。我们总结了对受害员工的影响,以及打击组织基于种族的侵略的可能策略。

更新日期:2022-06-10
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