Self-categorization and identity construction associated with managing diversity

This study investigated the self-categorization of library employees (N = 2 54) in response to the question: Do you consider yourself to be a member of an underrepresented group? Approximately 15% of the affirmative responses to this question were from white majority group members. Consistent with pr edictions based on categorization and labeling theories (Ashforth & Humphre y, 1997), these "nontraditional" underrepresented group members were found to have lower reported job satisfaction, poorer perceptions of psychologica l climate and procedural justice, worse leader-member exchange quality, and more negative reactions to diversity-related issues than employees classif ied as traditionally underrepresented or not underrepresented. Relations be tween nontraditional identity and two diversity outcomes (consistency of di versity definitions and practices; general attitudes about diversity) were completely mediated by procedural justice perceptions. Results are discusse d in terms of labeling theory and social control in identity representation , with implications for effectively managing diversity and organizational c hange. (C) 1999 Academic Press.