代表性、有色人种非营利领导人与工作吸引力：一项调查实验

IF 4.2 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration Pub Date : 2024-12-16 DOI:10.1177/0734371x241302514

Bo Li, Mirae Kim

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引用次数: 0

摘要

研究表明，与白人领导的组织相比，有色人种（POC）领导的非营利组织往往拥有更多元化的员工，但有色人种领导是否从本质上吸引了种族多元化的人才，目前仍不清楚。本研究通过在线实验，调查了非营利组织领导层的种族/民族构成对求职行为的影响。虽然参与者一致认为由有色人种领导的非营利组织更致力于多元化，但这种积极的看法并不影响他们的求职选择。在有选择的情况下，白人倾向于为白人领导的非营利组织工作，而有色人种在男性和女性领导的非营利组织与白人领导的非营利组织之间没有表现出强烈的偏好。研究结果揭示了人才招聘中种族代表性的复杂性，为更广泛地讨论非营利组织的多样性和以有色人种为主导的组织在实现多元化人员配置方面所面临的长期障碍提供了重要见解。

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Representation, Nonprofit Leaders of Color, and Job Attraction: A Survey Experiment

Research has shown that nonprofits led by people of color (POC) tend to have more diverse staff compared to White-led organizations, yet it remains unclear whether leaders of color inherently attract racially diverse talent. Using an online experiment, this study investigates the impact of the racial/ethnic composition of nonprofit leadership on job-seeking behaviors. While participants consistently view POC-led nonprofits as more committed to diversity, this positive perception does not influence their job choices. When given a choice, White individuals tend to prefer working for White-led nonprofits, whereas people of color show no strong preference between POC-led and White-led nonprofits. The results shed light on the complexities of racial representation in talent acquisition, offering important insights into the broader discourse on nonprofit diversity and the persistent barriers POC-led organizations face in achieving diverse staffing.

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来源期刊

Review of Public Personnel Administration PUBLIC ADMINISTRATION-

CiteScore

9.70

自引率

7.70%

发文量

期刊介绍： The Review of Public Personnel Administration publishes articles that reflect the varied approaches and methodologies used in the study and practice of public human resources management and labor.