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Managers are potential levers of discrimination within organizations: the role of group identification, assimilation endorsement and power
Author(s) -
Courtois Marie,
Herman Ginette
Publication year - 2015
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/jasp.12313
Subject(s) - psychology , social psychology , assimilation (phonology) , social identity theory , identification (biology) , organizational identification , moderated mediation , mediation , group identification , ideology , power (physics) , in group favoritism , position (finance) , identity (music) , social group , political science , organizational commitment , politics , linguistics , philosophy , botany , physics , finance , quantum mechanics , law , economics , biology , acoustics
Two studies examined the relationship between identification with a high‐position group in organizational settings (managers) and bias toward immigrants. In Study 1, ( N = 182; N = 145), results showed positive relationships between identification with the managers' group and both in‐group bias and prejudiced attitudes, indirectly through assimilation endorsement. In Study 2 ( N = 117), in addition to replicating the results of Study 1, we found a significant interaction, revealing that power moderated the link between identification with a high‐position group and bias. Moderated mediation analysis indicated that linking managers' group identification to bias and prejudiced attitudes through assimilation was only significant for high perceived power. Results are discussed in light of interethnic ideologies and the social identity theory. Some practical implications are provided.