Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopulations of employees who may respond both favorably and unfavorably, thus displaying ambivalence. To address these shortcomings, we build on the tripartite response model and adopt a person-centered approach to shed light on a more comprehensive spectrum of employees' responses to diversity initiatives. Using latent profile analysis, our results across three studies reveal (Study 1, n = 605) and replicate (Study 2, n = 503 and Study 3, n = 514) four distinct response types: excited supporters, calm compliers, torn shapers, and discontent opponents. Furthermore, using time-lagged data from Study 3, we provide initial insights into relevant person and situation predictors of profile membership and show how employees across profiles differ on work-related outcomes that can be functional or dysfunctional for their organization. Taken together, we aim to initiate a conversation on the complex nature of responses to diversity initiatives within the diversity management literature and call for more research, specifically on ambivalent responses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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支持、抵抗还是两者兼而有之？以人为本，看待员工对多元化举措的反应。


员工对多元化举措的反应对于了解此类举措的有效性至关重要。然而，先前的研究主要从以变量为中心的角度考虑了特定的有利或不利员工反应（例如，支持或抵制）的孤立影响。这个前面的重点忽视了 （a） 个体内部更复杂的认知、情感和行为反应类型配置共存的可能性，以及 （b） 存在可能同时做出有利和不利反应的员工亚群，从而表现出矛盾心理。为了解决这些缺点，我们以三方响应模型为基础，并采用以人为本的方法，以更全面地揭示员工对多元化倡议的响应。使用潜在概况分析，我们在三项研究中的结果揭示了（研究 1，n = 605）和重复（研究 2，n = 503 和研究 3，n = 514）四种不同的反应类型：兴奋的支持者、冷静的遵守者、撕裂的塑造者和不满的反对者。此外，使用研究 3 中的时间滞后数据，我们提供了对档案成员资格的相关人员和情况预测因素的初步见解，并展示了不同档案的员工在工作相关结果上的差异，这些结果可能对其组织有效或功能失调。总而言之，我们的目标是在多元化管理文献中发起一场关于应对多元化举措的复杂性的对话，并呼吁进行更多研究，特别是关于矛盾的反应。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。