The authors’ affiliations are, respectively, the Owen Graduate School of Management, Vanderbilt University, Nashville, Tennessee, and the Department of Psychology, Howard University, Washington, DC. E-mail: Ray.Friedman@Owen.Vanderbilt.Edu and firstname.lastname@example.org. We would like to thank the Center for Human Resource Management, University of Illinois, for funding this project and Mary Dietrich, Simon Tidd, Nancy DiTomaso, Adam Long, and members of the research seminar at Rutgers’ School of Management and Labor Relations for their help and advice.
Predicting Joining and Participating in Minority Employee Network Groups
Article first published online: 8 SEP 2004
Industrial Relations: A Journal of Economy and Society
Volume 43, Issue 4, pages 793–816, October 2004
How to Cite
Friedman, R. A. and Craig, K. M. (2004), Predicting Joining and Participating in Minority Employee Network Groups. Industrial Relations: A Journal of Economy and Society, 43: 793–816. doi: 10.1111/j.0019-8676.2004.00362.x
- Issue published online: 8 SEP 2004
- Article first published online: 8 SEP 2004
Do minority employees join network groups due to social identity, dissatisfaction with conditions at work, or career costs and benefits? Results show that joining is driven by social identity as well as expected costs (backlash) and benefits (career enhancement) but not by dissatisfaction, making it unlikely that they will become oppositional. Participation is also driven by cost-benefit calculations and social identity (via the effect social identity has on the perceived benefits of network groups).