Diversity attitudes and norms: the role of ethnic identity and relational demography

Authors

  • Frank Linnehan,

    Corresponding author
    1. Lebow College of Business, Drexel University, 101 N. 33rd Street Academic Building #313, Philadelphia, PA. 19104, USA
    • Lebow College of Business, Drexel University, 101 N. 33rd Street, Academic Building #313, Philadelphia, PA. 19104, USA.
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  • Donna Chrobot-Mason,

    1. University of Cincinnati, French Hall Room 6408, PO Box 210094, Cincinnati, OH 45221-0094, USA
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  • Alison M. Konrad

    1. Richard Ivey School of Business, 1151 Richmond Street North, London, Ontario, Canada N6A 3K7, Canada
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Abstract

This study investigated attitudes and subjective norms related to workplace diversity initiatives and intentions to engage in diversity-related behaviors in a sample of 852 public service employees. Participants completed a survey measuring behavioral intentions, attitudes, belief-based norms, ethnic identity achievement, and demographic characteristics. Comparisons were made between people of color and Whites as well as between those with high and low ethnic identity achievement. Results showed a triple interaction among supervisor race, employee race, and employee ethnic identity achievement. Specifically, among people of color with high ethnic identity achievement, having a supervisor of color was more strongly associated with positive views of subjective norms toward inclusive behavior, understanding others, and treating others with respect than among people of color with low ethnic identity achievement. Implications of these findings and directions for future research are discussed. Copyright © 2006 John Wiley & Sons, Ltd.

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