Science of Emotion and Sensibility (감성과학)

Korean Society for Emotion and Sensibility (한국감성과학회)
권호 표지
DOI QR코드

DOI QR Code

How Male and Female Job Seekers Differently React to Favorable/Unfavorable Diversity Cue on Job Postings

채용 공고에 제시된 유리/불리 다양성 단서에 대한 남성과 여성 구직자의 반응 차이

  • 이태경 (연세대학교 심리학과) ;
  • 이혜원 (연세대학교 심리학과) ;
  • 서자경 (연세대학교 심리학과) ;
  • 유정 (서경대학교 인성교양대학) ;
  • 손영우 (연세대학교 심리학과)
  • Received : 2022.12.04
  • Accepted : 2023.04.13
  • Published : 2023.06.30
Download PDF
⟨ Previous Next ⟩

Abstract

Gender diversity policies aim to reduce institutional discrimination in a male-dominated society and the underutilization of women in terms of the economy. Extant gender diversity literature has focused on gender diversity policies premised on women being treated as a minority. However, since women-centered occupational groups do exist, women cannot be considered an absolute minority. Therefore, we explored the gender difference in job seekers' reactions to a diversity policy favorable to men. The experiment divided participants into 2 (Gender: Male, Female) × 2 (Diversity: Favorable, Unfavorable), canvassing 329 college students (156 male, 173 female). Participants evaluated the organizational justice and organizational attractiveness of the virtual company by looking at the diversity cues presented in the job posting seeking new employees. As a result, it was confirmed that if the diversity cues presented in the job posting were favorable (vs. unfavorable) to the individual, the organization's distribution justice and procedural justice perceptions were generated differently according to the gender of the job seeker. Moreover, female job seekers perceived distribution justice and procedural justice as higher than male job seekers when they encountered diversity cues that were favorable (vs. unfavorable) to them. In addition, the relationship between diversity cues and organizational attractiveness was mediated by the perception of organizational justice, and this mediating effect was moderated by gender. For women, on the one hand, the mediating effect through the perception of distributive justice and procedural justice was significant in the relationship between diversity cues and organizational attractiveness. On the other hand, the mediating effect alone through the perception of procedural justice was significant for men. Our findings suggest that identical diversity managements are distinguished by individuals' social status or affiliation and may even result in differentiated behaviors.

지금껏 시행된 성별 다양성 정책의 목적은 주로 남성 중심으로 제도화된 차별적인 문화와 그로 인한 여성의 과소 활용을 해소하기 위함이었다. 따라서 그동안의 성별 다양성 연구는 여성을 소수집단으로 전제하고 이들을 우대하는 성별 다양성 정책을 펼친 경우에만 집중되었다. 하지만 주류집단과 소수집단의 개념은 맥락에 따라 달라질 수 있으며, 사회에는 여성 중심적 직업군 역시 상당수 존재한다. 이에 본 연구자들은 남성이 수혜자가 되는 다양성 정책에 대하여 남성과 여성 구직자가 각각 어떠한 반응을 보이는지를 탐구하였다. 본 연구는 대학생 329명(남성 156명, 여성 173명)을 대상으로 2(성별: 남성, 여성) × 2(다양성: 유리, 불리)의 참가자 간 실험 설계로 진행되었다. 참가자들은 가상 기업의 신입사원 채용 공고에 제시된 다양성 단서를 보고, 해당 기업에 대한 조직 공정성 및 조직 매력도를 평가하였다. 그 결과, 먼저 구직자들은 채용 공고에 제시된 다양성 단서가 본인에게 유리(vs. 불리)할 경우 성별에 따라 조직의 분배공정성 및 절차공정성을 다르게 인식하였다. 구체적으로 남성 구직자보다 여성 구직자가 채용 공고에서 본인에게 유리(vs. 불리)한 다양성 단서를 접하게 되었을 때 조직의 분배공정성 및 절차공정성을 높게 인식하였다. 또, 다양성 단서와 조직 매력도의 관계를 조직 공정성 인식이 매개하였고, 이 매개효과가 성별에 의해 조절되었다. 이때 여성의 경우에는 다양성 단서와 조직 매력도의 관계에서 조직의 분배공정성 및 절차공정성 인식을 통한 매개효과가 둘 다 유의하였으나, 남성의 경우에는 조직의 절차공정성 인식을 통한 매개효과만이 유의하였다. 이 결과는 같은 내용이나 수준의 다양성 관리라 하더라도 개인의 사회적 지위나 소속집단에 따라 다르게 인식되며, 이로인해 차별화된 태도 및 행동으로까지 이어질 수 있다는 점을 시사한다.

Keywords

References

  1. Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299. DOI: 10.1016/s0065-2601(08)60108-2
  2. An, S., Cho, S., & Cho, J. (2019). How far have you been studying workforce diversity?: Trends analysis in studies on Korean organizations. Journal of Korean Social Welfare Administration, 21(4), 199-239. DOI: 10.22944/kswa.2019.21.4.008
  3. Azab, C., & Clark, T. (2017). Speak my language or look like me?-Language and ethnicity in bilingual customer service recovery. Journal of Business Research, 72, 57-68. DOI: 10.1016/j.jbusres.2016.11.012
  4. Baird, C. M. (2001). Social identity theory and intergroup relations in gender dominated occupations: A thesis presented in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology at Massey Unfiversity, Albany, New Zealand (Doctoral dissertation, Massey University).
  5. Bauer, T. N., Maertz, C. P., Dolen, M. R., & Campion, M. A. (1998). Longitudinal assessment of applicant reactions to employment testing and test outcome feedback. Journal of Applied Psychology, 83(6), 892-903. DOI: 10.1037/0021-9010.83.6.892
  6. Branscombe, N. R., Schmitt, M. T., & Harvey, R. D. (1999). Perceiving pervasive discrimination among African Americans: Implications for group identification and well-being. Journal of Personality and Social Psychology, 77(1), 135-149. DOI: 10.1037/0022-3514.77.1.135
  7. Brockner, J., Fishman, A. Y., Reb, J., Goldman, B., Spiegel, S., & Garden, C. (2007). Procedural fairness, outcome favorability, and judgments of an authority's responsibility. Journal of Applied Psychology, 92(6), 1657-1671. DOI: 10.1037/0021-9010. 92.6.1657
  8. Carlsson, R., & Sinclair, S. (2021). Selected or rejected: Men and women's reactions to affirmative action procedures in hiring. Analyses of Social Issues and Public Policy, 21(1), 874-888. DOI: 10.1111/asap.12250
  9. Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928-944. DOI: 10.1037/0021-9010.90.5.928
  10. Choi, S., & Rainey, H. G. (2010). Managing diversity in U.S. federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70(1), 109-121. DOI: 10.1111/j.1540-6210.2009.02115.x
  11. Clay-Warner, J., Culatta, E., & James, K. R. (2013). Gender and organizational justice preferences. Sociology Compass, 7(12), 1074-1084. DOI: 10.1111/soc4.12094
  12. Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management, 5(3), 45-56. DOI: 10.5465/ame.1991.4274465
  13. Cox, T. H., Lobel, S. A., & McLeod, P. L. (1991). Effects of ethnic group cultural differences on cooperative and competitive behavior on a group task. Academy of Management Journal, 34(4), 827-847. DOI: 10.5465/256391
  14. Cropanzano, R., & Ambrose, M. L. (2001). Procedural and distributive justice are more similar than you think: A monistic perspective and a research agenda. In J. Greenberg and R. Cropanzano (Eds.), Advances in organizational justice (pp. 119-151). Stanford: Stanford University Press.
  15. Cropanzano, R., Slaughter, J. E., & Bachiochi, P. D. (2005). Organizational justice and black applicants' reactions to affirmative action. Journal of Applied Psychology, 90(6), 1168-1184. DOI: 10.1037/0021-9010.90.6.1168
  16. Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83(2), 85-113. DOI: 10.1037/0033-295x.83.2.85
  17. Diaz-Garcia, C., Gonzalez-Moreno, A., & Jose Saez-Martinez, F. (2013). Gender diversity within R&D teams: Its impact on radicalness of innovation. Innovation, 15(2), 149-160. DOI: 10.5172/impp.2013.15.2.149
  18. Diekmann, K. A., Samuels, S. M., Ross, L., & Bazerman, M. H. (1997). Self-interest and fairness in problems of resource allocation: Allocators versus recipients. Journal of Personality and Social Psychology, 72(5), 1061-1074. DOI: 10.1037/0022-3514.72.5.1061
  19. Diekmann, K. A., Sondak, H., & Barsness, Z. I. (2007). Does fairness matter more to some than to others? The moderating role of workplace status on the relationship between procedural fairness perceptions and job satisfaction. Social Justice Research, 20(2), 161-180. DOI: 10.1007/s11211-007-0036-x
  20. Dover, T. L., Major, B., & Kaiser, C. R. (2016). Members of high-status groups are threatened by pro-diversity organizational messages. Journal of Experimental Social Psychology, 62, 58-67. DOI: 10.1016/j.jesp.2015.10.006
  21. Francis-Gladney, L., Magner, N. R., & Welker, R. B. (2010). Does outcome favorability affect procedural fairness as a result of self-serving attributions?. Journal of Applied Social Psychology, 40(1), 182-194. DOI: 10.1111/j.1559-1816.2009.00569.x
  22. Gutierrez, A. S., & Saint Clair, J. K. (2018). Do organizations' diversity signals threaten members of the majority group? The case of employee professional networks. Journal of Business Research, 89, 110-120. DOI: 10.1016/j.jbusres.2018.04.003
  23. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.). NJ: Prentice Hall.
  24. Hayes, A. F. (2017). Introduction to mediation, moderation, and conditional PROCESS analysis: A regression-based approach. Guilford publications.
  25. Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986-1001. DOI: 10.1177/0013164403258403
  26. Hoang, T., Suh, J., & Sabharwal, M. (2022). Beyond a numbers game? Impact of diversity and inclusion on the perception of organizational justice. Public Administration Review, 82(3), 537-555. DOI: 10.1111/ puar.13463
  27. Jackson, S. E., & Joshi, A. (2001). Research on domestic and international diversity in organizations: A merger that works? In N. Anderson, D. Ones, H. Sinangil, & C. Visweswaran (Eds.), Handbook of work and organizational psychology: 206-231. London: Sage. DOI: 10.4135/9781848608368.n12
  28. Jang, J. (2021). Is male teacher quota 'Voldemort'? (남교사 할당제가 '볼드모트'인가). News1. Retrieved from https://www.news1.kr/articles/?4202264
  29. Jarman, J., Blackburn, R. M., & Racko, G. (2012). The dimensions of occupational gender segregation in industrial countries. Sociology, 46(6), 1003-1019. DOI: 10.1177/0038038511435063
  30. Jeon, K. H., & Ha, D. H. (2014). Effects of team diversity and diversity convergence mechanism on team creativity and management performance using covariance structure analysis. Korean Journal of Hospitality and Tourism, 23(1), 1-23.
  31. Jost, J. T. (1997). An experimental replication of the depressed-entitlement effect among women. Psychology of Women Quarterly, 21(3), 387-393. DOI: 10.1111/j.1471-6402.1997.tb00120.x
  32. Kim, B. (2019). P&G Korea implements in-house programs to establish a corporate culture of 'diversity and inclusion' (한국P&G, '다양성과 포용' 기업 문화 정착 위한 사내 프로그램 실시). New daily. Retrieved from https://biz.newdaily.co.kr/site/data/html/2019/03/08/2019030800111
  33. Kim, J., & Lee, S. (2017). The relationship between workforce diversity and performance in Korean public enterprises. Korean Public Administration Review, 51(4), 121-147. DOI: 10.18333/KPAR.51.4.121
  34. Kim, S., & Park, S. (2017). Diversity management and fairness in public organizations. Public Organization Review, 17(2), 179-193. DOI: 10.1007/s11115-015-0334-y
  35. Kim, T. (2021). Diversity and organizational performance: The moderating role of inclusive leadership. Korean Review of Orgarnizational Studies, 18(3), 1-34. DOI: 10.21484/kros.2021. 18.3.1
  36. Krehbiel, P. J., & Cropanzano, R. (2000). Procedural justice, outcome favorability and emotion. Social Justice Research, 13(4), 339-360.
  37. Kulik, C. T., Lind, E. A., Ambrose, M. L., & MacCoun, R. J. (1996). Understanding gender differences in distributive and procedural justice. Social Justice Research, 9(4), 351-369. DOI: 10.1007/s11211-997-0016-1
  38. Kwak, J. (2019). Woowa Brothers: Secure psychological stability of employees through diversity management (우아한형제들_다양성 관리로 직원들의 심리적 안정감 확보). HR insight. Retrieved from https://www.hrinsight.co.kr/view/view.asp?in_cate=109&gopage=1&bi_pidx=29807
  39. Lee, J. (2019). An analysis of affirmative action policies in Korea. Research in Social Studies Education, 26(3), 1-20.
  40. Lee, K. (2021). The impact of gender diversity in workplace on job satisfaction in male and female managers. Korean Journal of Business Administration, 34(7), 1257-1277. https://doi.org/10.18032/kaaba.2021.34.7.1257
  41. Lerner, M. J. (1987). Integrating societal and psychological rules of entitlement: The basic task of each social actor and fundamental problem for the social sciences. Social Justice Research, 1(1), 107-125. DOI: 10.1007/bf01049386
  42. Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. Springer Science & Business Media.
  43. Lind, E. A., MacCoun, R. J., Ebener, P. A., Felstiner, W. L., Hensler, D. R., Resnik, J., & Tyler, T. R. (1990). In the eye of the beholder: Tort litigants' evaluations of their experiences in the civil justice system. Law and Society Review, 24(4), 953-996. DOI: 10.2307/3053616
  44. Madera, J. M., Ng, L., Sundermann, J. M., & Hebl, M. (2019). Top management gender diversity and organizational attraction: When and why it matters. Archives of Scientific Psychology, 7(1), 90-101. DOI: 10.1037/arc0000060
  45. Magoshi, E., & Chang, E. (2009). Diversity management and the effects on employees' organizational commitment: Evidence from Japan and Korea. Journal of World Business, 44(1), 31-40. DOI: 10.1016/j.jwb.2008.03.018
  46. Martins, L. L., & Parsons, C. K. (2007). Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs. Journal of Applied Psychology, 92(3), 865-875. DOI: 10.1037/0021-9010.92.3.865
  47. McCarthy, J. M., Bauer, T. N., Truxillo, D. M., Anderson, N. R., Costa, A. C., & Ahmed, S. M. (2017). Applicant perspectives during selection: A review addressing "So what?," "What's new?," and "Where to next?". Journal of Management, 43(6), 1693-1725. DOI: 10.1177/0149206316681846
  48. Messick, D. M., & Sentis, K. P. (1983). Fairness, preference, and fairness biases. In D. M. Messick, & K. S. Cook (Eds.), Equity theory (pp. 61-94). New York: Praeger.
  49. Moliner, C., Martinez-Tur, V., Peiro, J. M., Ramos, J., & Cropanzano, R. (2013). Perceived reciprocity and well-being at work in non-professional employees: Fairness or self-interest?. Stress and Health, 29(1), 31-39. DOI: 10.1002/smi.2421
  50. Oh, J. (2021). Gender conflict and resolution of the young generation (청년 세대의 젠더갈등과 해소). The Public News. Retrieved from http://www.thepublicnews.co.kr/news/articleView.html?idxno=17178
  51. Olsen, J. E., Parsons, C. K., Martins, L. L., & Ivanaj, V. (2016). Gender diversity programs, perceived potential for advancement, and organizational attractiveness: An empirical examination of women in the United States and France. Group & Organization Management, 41(3), 271-309. DOI: 10.1177/1059601115583579
  52. Pelham, B. W., & Hetts, J. J. (2001). Underworked and overpaid: Elevated entitlement in men's self-pay. Journal of Experimental Social Psychology, 37(2), 93-103. DOI: 10.1006/jesp.2000.1429
  53. Ployhart, R. E., & Ryan, A. M. (1997). Toward an explanation of applicant reactions: An examination of organizational justice and attribution frameworks. Organizational Behavior and Human Decision Processes, 72(3), 308-335. DOI: 10.1006/obhd.1997.2742
  54. RoyChowdhury, T., & Srimannarayana, M. (2013). Applicants' perceptions on online recruitment procedures. Management and Labour Studies, 38(3), 185-199. DOI: 10.1177/0258042x13509737
  55. Ryan, A. M. (2001). Explaining the Black/White test score gap: The role of test perceptions. Human Performance, 14(1), 45-75. DOI: 10.1207/s15327043hup1401_04
  56. Sanchez, J. I., & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: Is diversity management a luxury or a necessity?. Academy of Management Journal, 39(3), 704-719. DOI: 10.5465/256660
  57. Shen, J., Chanda, A., D'Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251. DOI: 10.1080/09585190802670516
  58. Shrout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7(4), 422-445. DOI: 10.1037/1082-989x.7.4.422
  59. Slaughter, J. E., Sinar, E. F., & Bachiochi, P. D. (2002). Black applicants' reactions to affirmative action plans: Effects of plan content and previous experience with discrimination. Journal of Applied Psychology, 87(2), 333-344. DOI: 10.1037/0021-9010.87.2.333
  60. Sunshine, J., & Heuer, L. (2002). Deservingness and perceptions of procedural justice in citizen encounters with the police. The Justice Motive in Everyday Life, 397-415. DOI: 10.1017/cbo9780511499975.022
  61. Thomas, K. M., & Wise, P. G. (1999). Organizational attractiveness and individual differences: Are diverse applicants attracted by different factors?. Journal of Business and Psychology, 13(3), 375-390. https://doi.org/10.1023/A:1022978400698
  62. Thomas, R. R. (1990). From affirmative action to affirming diversity. Harvard Business Review, 68(2), 107-117.
  63. Van den Bos, K., Vermunt, R., & Wilke, H. A. (1997). Procedural and distributive justice: What is fair depends more on what comes first than on what comes next. Journal of Personality and Social Psychology, 72(1), 95-104. DOI: 10.1037/0022-3514.72.1.95
  64. Walker, H. J., Feild, H. S., Bernerth, J. B., & Becton, J. B. (2012). Diversity cues on recruitment websites: Investigating the effects on job seekers' information processing. Journal of Applied Psychology, 97(1), 214-224. DOI: 10.1037/a0025847
  65. Williams, M. L., & Bauer, T. N. (1994). The effect of a managing diversity policy on organizational attractiveness. Group & Organization Management, 19(3), 295-308. DOI: 10.1177/1059601194193005