| Autor: |
Jun S; Jesse H. Jones Graduate School of Business, Rice University., Phillips LT; Department of Management and Organizations, Leonard N. Stern School of Business, New York University., Foster-Gimbel OA; Department of Management and Organizations, Leonard N. Stern School of Business, New York University. |
| Abstrakt: |
Asian employees occupy an intermediate status in the U.S. racial hierarchy between White and Black employees. Given this intermediate position, it is unclear whether and how Asian employees' own racial experience at work will affect their willingness to take action against racism toward other groups. In the current research, we examine how Asian employees' experiences of racism impact their propensity to combat racism against Black coworkers. Across four studies including a qualitative survey (Pilot), a time-lagged quantitative survey (Study 1), a preregistered experiment (Study 2), and a conceptual replication experiment (Study 3), we find that Asian employees who experience more racial discrimination at work feel more similar to Black individuals, which is subsequently associated with greater allyship toward Black coworkers. We find that this relationship is heightened among Asian employees who have stronger zero-sum beliefs (Study 1). Importantly, we further find that processes that lead to allyship among Asian employees differ among White employees (Studies 2-3): In contrast to Asian employees, White employees who perceive more anti-in-group workplace discrimination feel less similar to Black individuals, which is associated with diminished pro-Black allyship. By examining the poorly understood racial experiences of Asian employees, and uncovering mechanisms that propel Asian employees to engage in intergroup allyship, we provide a more complete picture of racism in the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved). |
