Diversity and mentoring scholar who loves the outdoors and all four legged creatures. And well birds. And fish. Well, some insects too. Snakes are a maybe. Address: Milwaukee, United States
Diversity education occurs in universities and workplaces, but research has progressed in discipl... more Diversity education occurs in universities and workplaces, but research has progressed in disciplinary silos. Consequently, the field of diversity training has failed to utilize theoretical and practical advances from related fields. Our research addresses these limitations. Integrating educational and social psychology theories, we develop a relational model of training that offers perspective taking as an outcome of diversity training and cross-race friendships as a relational experience that spills over to the training environment. Our first 2 studies, conducted in organizational and academic settings, confirmed the model. Pre- and postcourse assessments revealed that while participants became more aware of the value of perspective taking and their need to improve this skill, only those with close cross-race friends improved their reported perspective taking abilities. Other forms of interracial contact and racial attitudes had no effect. Supporting theoretical predictions, belief in a just world mediated this friendship effect. Given the influence of cross-race friendships, we conclude with a third study that, using an experimental design, examined the effectiveness and underlying processes of a technique that increased participants’ willingness to engage in cross-race friendships and other prosocial diversity and ally behaviors at work (e.g., diversity voice). Our findings illustrate the power of relationships and offer new theoretical directions and practical applications for diversity training and education.
The article announces winners of the periodical's awards for Best Article, Decade Award, and ... more The article announces winners of the periodical's awards for Best Article, Decade Award, and Outstanding Reviewer.
Applying a unifying theoretical framework of high‐quality work relationships, we conducted a set ... more Applying a unifying theoretical framework of high‐quality work relationships, we conducted a set of 3 complementary studies that examined whether high‐quality mentoring relationships can buffer employees from the negative effects of ambient discrimination at work. Integrating relational mentoring with relational systems theory, we first examined whether the presence of a high‐quality mentoring relationship buffers employees in a sample of 3,813 workers. In support of the “mentors‐as‐buffers” hypothesis, we found that employees who witnessed or were aware of racial discrimination at work had lower organizational commitment than those not exposed, but employees with high‐quality mentoring relationships experienced less loss of commitment than those lacking mentors. We then examined the specific buffering behaviors used by mentors in high‐quality relationships and whether these behaviors were effective for other work relationships and outcomes. Applying Kahn's typology, we develope...
METHODOLOGICAL ISSUES 211 13 Where Do We Go From Here, and How Do We Get There? Methodological Is... more METHODOLOGICAL ISSUES 211 13 Where Do We Go From Here, and How Do We Get There? Methodological Issues in Conducting Research on Diversity and Mentoring Relationships Belle Rose Ragins University of Wisconsin-Milwaukee As the millennium approaches ...
The gender congruency theory of power (Johnson, 1976) was tested in afield study of 110 subordina... more The gender congruency theory of power (Johnson, 1976) was tested in afield study of 110 subordinates (55 male and 55female) of matched pairs of male andfemale managers in three organizations. There was a lack of support for the theory that perceived power is gender-typed; male andfemale managers received equivalent ratings when perceived as using the same forms of power. Implications of these findings for women in management are discussed. Future directions for research in this area are suggested.
Employees’ job insecurity, or fear that they will lose their jobs, is a chronic job stressor with... more Employees’ job insecurity, or fear that they will lose their jobs, is a chronic job stressor with negative effects on workers’ health and work attitudes. There is prior evidence of a sizable racial...
Diversity education occurs in universities and workplaces, but research has progressed in discipl... more Diversity education occurs in universities and workplaces, but research has progressed in disciplinary silos. Consequently, the field of diversity training has failed to utilize theoretical and practical advances from related fields. Our research addresses these limitations. Integrating educational and social psychology theories, we develop a relational model of training that offers perspective taking as an outcome of diversity training and cross-race friendships as a relational experience that spills over to the training environment. Our first 2 studies, conducted in organizational and academic settings, confirmed the model. Pre- and postcourse assessments revealed that while participants became more aware of the value of perspective taking and their need to improve this skill, only those with close cross-race friends improved their reported perspective taking abilities. Other forms of interracial contact and racial attitudes had no effect. Supporting theoretical predictions, belief in a just world mediated this friendship effect. Given the influence of cross-race friendships, we conclude with a third study that, using an experimental design, examined the effectiveness and underlying processes of a technique that increased participants’ willingness to engage in cross-race friendships and other prosocial diversity and ally behaviors at work (e.g., diversity voice). Our findings illustrate the power of relationships and offer new theoretical directions and practical applications for diversity training and education.
The article announces winners of the periodical's awards for Best Article, Decade Award, and ... more The article announces winners of the periodical's awards for Best Article, Decade Award, and Outstanding Reviewer.
Applying a unifying theoretical framework of high‐quality work relationships, we conducted a set ... more Applying a unifying theoretical framework of high‐quality work relationships, we conducted a set of 3 complementary studies that examined whether high‐quality mentoring relationships can buffer employees from the negative effects of ambient discrimination at work. Integrating relational mentoring with relational systems theory, we first examined whether the presence of a high‐quality mentoring relationship buffers employees in a sample of 3,813 workers. In support of the “mentors‐as‐buffers” hypothesis, we found that employees who witnessed or were aware of racial discrimination at work had lower organizational commitment than those not exposed, but employees with high‐quality mentoring relationships experienced less loss of commitment than those lacking mentors. We then examined the specific buffering behaviors used by mentors in high‐quality relationships and whether these behaviors were effective for other work relationships and outcomes. Applying Kahn's typology, we develope...
METHODOLOGICAL ISSUES 211 13 Where Do We Go From Here, and How Do We Get There? Methodological Is... more METHODOLOGICAL ISSUES 211 13 Where Do We Go From Here, and How Do We Get There? Methodological Issues in Conducting Research on Diversity and Mentoring Relationships Belle Rose Ragins University of Wisconsin-Milwaukee As the millennium approaches ...
The gender congruency theory of power (Johnson, 1976) was tested in afield study of 110 subordina... more The gender congruency theory of power (Johnson, 1976) was tested in afield study of 110 subordinates (55 male and 55female) of matched pairs of male andfemale managers in three organizations. There was a lack of support for the theory that perceived power is gender-typed; male andfemale managers received equivalent ratings when perceived as using the same forms of power. Implications of these findings for women in management are discussed. Future directions for research in this area are suggested.
Employees’ job insecurity, or fear that they will lose their jobs, is a chronic job stressor with... more Employees’ job insecurity, or fear that they will lose their jobs, is a chronic job stressor with negative effects on workers’ health and work attitudes. There is prior evidence of a sizable racial...
This conceptual review explores the full potential of mentoring
for diversity initiatives. Using ... more This conceptual review explores the full potential of mentoring for diversity initiatives. Using a positive relationships lens, I describe how focusing on average relationships obscures the benefits of high-quality mentoring and how traditional views of mentoring as hierarchical, one-way relationships limit our understanding of its role in advancing social justice. Addressing these limitations, I extend relational mentoring and diversified mentoring theories to introduce the Triple A Model of Social Justice Mentoring. This model holds that the effects of highquality mentoring extend beyond the relationship to influence social justice outcomes. Both members can learn about diversity and experience relational dynamics that foster allyship, agentic empowerment and authentic identities. Implications for formal mentoring, diverse friendships, mentoring episodes and high-quality connections are discussed.
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had no effect. Supporting theoretical predictions, belief in a just world mediated this friendship effect. Given the influence of cross-race friendships, we conclude with a third study that, using an experimental
design, examined the effectiveness and underlying processes of a technique that increased participants’ willingness to engage in cross-race friendships and other prosocial diversity and ally behaviors at work (e.g., diversity voice). Our findings illustrate the power of relationships and offer new theoretical directions and practical applications for diversity training and education.
had no effect. Supporting theoretical predictions, belief in a just world mediated this friendship effect. Given the influence of cross-race friendships, we conclude with a third study that, using an experimental
design, examined the effectiveness and underlying processes of a technique that increased participants’ willingness to engage in cross-race friendships and other prosocial diversity and ally behaviors at work (e.g., diversity voice). Our findings illustrate the power of relationships and offer new theoretical directions and practical applications for diversity training and education.
for diversity initiatives. Using a positive relationships lens, I
describe how focusing on average relationships obscures the
benefits of high-quality mentoring and how traditional views of
mentoring as hierarchical, one-way relationships limit our understanding
of its role in advancing social justice. Addressing
these limitations, I extend relational mentoring and diversified
mentoring theories to introduce the Triple A Model of Social
Justice Mentoring. This model holds that the effects of highquality
mentoring extend beyond the relationship to influence
social justice outcomes. Both members can learn about diversity
and experience relational dynamics that foster allyship,
agentic empowerment and authentic identities. Implications for
formal mentoring, diverse friendships, mentoring episodes and
high-quality connections are discussed.