A hidden bias: How organizational identification impacts organizational favoritism

To explain resistance to DEI efforts, research has primarily focused on demographic factors, such as race and gender, leaving a gap in understanding the role of psychological factors like organizational identification (OID). Using two studies with hospitality professionals, this study addresses this gap by revealing that high levels of OID can lead to an unintended consequence: employees with strong identification with their organization are less likely to recognize workplace inequities. This relationship is mediated by OCB-loyalty, where highly identified employees engage in behaviors that promote the organization externally, reinforcing their positive bias. Perceived workplace inequities was positively related to the perceived utility of DEI. These findings highlight the complexity of OID, while it can enhance loyalty, it may also obscure employees' recognition of the inequities DEI programs aim to address.