Minding the Gap: How Perspective-Taking and Status Reflexivity Help Black Women Executives to Relate Across Difference at Work
References
- (2023) Uniting through difference: Rich cultural-identity expression as a conduit to inclusion. Organ. Sci. 34(5):1887–1913.Link, Google Scholar
- (2006) Relational identities in organizations: Healthy versus unhealthy. Kyriakidou O, Özbilgin MF, eds. Relational Perspectives in Organization Studies: A Research Companion (Edward Elgar Publishing, Cheltenham, UK), 8–27.Crossref, Google Scholar
- (2018) Intersectionality as a methodological tool in qualitative equality, diversity and inclusion research. Booysen LAE, Bendl R, Pringle JK, eds. Handbook of Research Methods in Diversity Management, Equality and Inclusion at Work (Edward Elgar, Cheltenham, UK), 149–170.Crossref, Google Scholar
- (2010) Challenging ethnic and gender identities. Equality Diversity Inclusion 29(4):332–347.Crossref, Google Scholar
- (2023) Ethnic identity and resilience: A moderated mediation analysis of protective factors for self-blame and racial microaggressions. Frontiers Psych. 14:1198375.Crossref, Google Scholar
- (1996) Relating: Dialogues and Dialectics (Guilford Press, New York).Google Scholar
- (1979) Double jeopardy: To be Black and female. Cade T, ed. The Black Woman: An Anthology (New American Library, New York), 90–100.Google Scholar
- (1998) Armoring: Learning to withstand racial oppression. J. Comparative Family Stud. 29(2):285–295.Crossref, Google Scholar
- (1999) Postcards from the borderlands: Building a career from the outside/within. J. Career Development 26(1):69–84.Crossref, Google Scholar
- (2010) Hard won and easily lost: The fragile status of leaders in gender-stereotype-incongruent occupations. Psych. Sci. 21(11):1640–1642.Crossref, Google Scholar
- (1991) The social self: On being the same and different at the same time. Personality Soc. Psych. Bull. 17(5):475–482.Crossref, Google Scholar
- (2012) The power of being heard: The benefits of ‘perspective-giving’ in the context of intergroup conflict. J. Experiment. Soc. Psych. 48(4):855–866.Crossref, Google Scholar
- Bureau of Labor Statistics (2023) 5 Facts about black women in the labor force. U.S. Department of Labor, Washington, DC.Google Scholar
- (2014) Affect in organizational networks. Brass DJ, Labianca G, Mehra A, Halgin DS, Borgatti SP, eds. Contemporary Perspectives on Organizational Social Networks. Research in the Sociology of Organizations, vol. 40 (Emerald Group, Bingley, UK), 219–238.Crossref, Google Scholar
- (2008) When competence is irrelevant: The role of interpersonal affect in task-related ties. Admin. Sci. Quart. 53(4):655–684.Crossref, Google Scholar
- (2019) Leveraging minority identities at work: An individual-level framework of the identity mobilization process. Organ. Sci. 30(4):735–760.Link, Google Scholar
- (2014) Constructing Grounded Theory (Sage, London).Google Scholar
- (2003) Can dissimilarity lead to positive outcomes? The influence of open versus closed minds. J. Organ. Behav. 24(3):295–312.Crossref, Google Scholar
- (2004) Identifying the ingroup: A closer look at the influence of demographic dissimilarity on employee social identity. Acad. Management Rev. 29(2):180–202.Crossref, Google Scholar
- (2008) Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. J. Appl. Psych. 93(5):1082–1103.Crossref, Google Scholar
- (1986) Learning from the outsider within: The sociological significance of Black feminist thought. Soc. Problems 33(6):14–32.Crossref, Google Scholar
- (1990) Black Feminist Thought: Knowledge, Consciousness, and the Politics of Empowerment (Routledge, New York).Google Scholar
- (1999) Moving beyond gender: Intersectionality and scientific knowledge. Ferree MF, ed. Revisioning Gender (Sage, Thousand Oaks, CA), 261–284.Google Scholar
- (1991) Mapping the margins: Identity politics, intersectionality, and violence against women. Stanford Law Rev. 43(6):1241–1299.Crossref, Google Scholar
- (2005) Social exchange theory: An interdisciplinary review. J. Management 31(6):874–900.Crossref, Google Scholar
- (2013) Getting closer at the company party: Integration experiences, racial dissimilarity, and workplace relationships. Organ. Sci. 24(5):1377–1401.Link, Google Scholar
- (2005) Perceptions of power and interactional dominance in interpersonal relationships. J. Soc. Personal Relationships 22(2):207–233.Crossref, Google Scholar
- (2003) The power of high-quality connections. Cameron KS, Dutton JE, Quinn RE, eds. Positive Organizational Scholarship (Berret-Koehler, San Francisco), 263–278.Google Scholar
- (2012) Personal Relationships: The Effect on Employee Attitudes, Behavior, and Wellbeing (Taylor & Francis, New York).Crossref, Google Scholar
- (1973) Positive effects of the multiple negative: Explaining the success of black professional women. Amer. J. Sociol. 78(4):912–935.Crossref, Google Scholar
- (2013) Creating inclusion for oneself: Knowing, accepting, and expressing one’s whole self at work. Ferdman BM, Deane BR, eds. Diversity at Work: The Practice of Inclusion (Jossey-Bass/Wiley, San Francisco), 93–127.Crossref, Google Scholar
- (2023) Women in the workplace. McKinsey & Company (October 5), https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace.Google Scholar
- (2004) The effects of perspective-taking on prejudice: The moderating role of self-evaluation. Personality Soc. Psych. Bull. 30(5):594–604.Crossref, Google Scholar
- (2000) Perspective-taking: Decreasing stereotype expression, stereotype accessibility, and in-group favoritism. J. Personality Soc. Psych. 78(4):708–724.Crossref, Google Scholar
- (2006) Power and perspectives not taken. Psych. Sci. 17(12):1068–1074.Crossref, Google Scholar
- (2019) MOSAIC: A model of stereotyping through associated and intersectional categories. Acad. Management Rev. 44(3):643–672.Crossref, Google Scholar
- (2002) Distance regulation in personal relationships: The development of a conceptual model and a test of representational validity. J. Soc. Personal Relationships 19(5):663–683.Crossref, Google Scholar
- (2020) Authenticity at work: Its shapes, triggers, and consequences. Organ. Behav. Human Decision Processes 158:80–82.Crossref, Google Scholar
- (1984) Black women: Shaping feminist theory. Feminist Theory: From Margin to Center (South End Press, Boston), 1–15.Google Scholar
- (1993) Personal networks of women and minorities in management: A conceptual framework. Acad. Management Rev. 18(1):56–87.Crossref, Google Scholar
- (1995) Understanding the dynamics of diversity in decision making teams. Guzzo RA, Salas E, eds. Team Effectiveness and Decision Making in Organizations (Jossey-Bass, San Francisco), 204–261.Google Scholar
- (2021) Too close or optimally positioned? The value of personally relevant research. Acad. Management Perspect. 35(3):335–346.Crossref, Google Scholar
- (1977) Men and Women of the Corporation (Basic Books, New York).Google Scholar
- (2023) When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees. J. Appl. Psych. 108(2):183–207.Crossref, Google Scholar
- (2015) The promise and perversity of perspective-taking in organizations. Res. Organ. Behav. 35:79–102.Crossref, Google Scholar
- (2006) Exploring the social ledger: Negative relationships and negative asymmetry in social networks in organizations. Acad. Management Rev. 31(3):596–614.Crossref, Google Scholar
- (2023) What’s race got to do with it? The interactive effect of race and gender on negotiation offers and outcomes. Organ. Sci. 34(2):935–958.Link, Google Scholar
- (2015) The impact of method, motivation, and empathy on diversity training effectiveness. J. Bus. Psych. 30(3):605–617.Crossref, Google Scholar
- (2012) Can an agentic Black woman get ahead? The impact of race and interpersonal dominance on perceptions of female leaders. Psych. Sci. 23(4):354–358.Crossref, Google Scholar
- (2017) Toward a “sunlit path”: Stigma identity management as a source of localized social change through interaction. Acad. Management Rev. 42(4):618–636.Crossref, Google Scholar
- (2019) Conditions of visibility: An intersectional examination of Black women’s belongingness and distinctiveness at work. J. Vocational Behav. 113:103–114.Crossref, Google Scholar
- (2021) To be, or not to be… Black: The effects of racial codeswitching on perceived professionalism in the workplace. J. Experiment. Soc. Psych. 97:104199.Crossref, Google Scholar
- (2001) Birds of a feather: Homophily in social networks. Annual Rev. Sociol. 27(1):415–444.Crossref, Google Scholar
- (2022) The push-and-pull of frenemies: When and why ambivalent relationships lead to helping and harming. J. Appl. Psych. 107(5):707–723.Crossref, Google Scholar
- (2017) The space between us: A social-functional emotions view of ambivalent and indifferent workplace relationships. J. Management 43(6):1789–1819.Crossref, Google Scholar
- (2016) Are workplace friendships a mixed blessing? Exploring tradeoffs of multiplex relationships and their associations with job performance. Personnel Psych. 69(2):311–355.Crossref, Google Scholar
- (2000) Stress and accessibility of proximity-related thoughts: Exploring the normative and intraindividual components of attachment theory. J. Personality Soc. Psych. 78(3):509–523.Crossref, Google Scholar
- (2010) The pushes and pulls of close relationships: Attachment insecurities and relational ambivalence. J. Personality Soc. Psych. 98(3):450–468.Crossref, Google Scholar
- (1997) The Healing Connection (Beacon Press, Boston).Google Scholar
- (2001) Seeing another viewpoint: Antecedents and outcomes of employee perspective taking. Acad. Management J. 44(6):1085–1100.Crossref, Google Scholar
- (1981) Ideology in interpersonal communication: Off the couch and into the world. Ann. Internat. Comm. Assoc. 5(1):79–107.Google Scholar
- (2022) Through the looking glass: A lens-based account of intersectional stereotyping. J. Personality Soc. Psych. 123(4):763–787.Crossref, Google Scholar
- (2008) How does intergroup contact reduce prejudice? Meta‐analytic tests of three mediators. Eur. J. Soc. Psych. 38(6):922–934.Crossref, Google Scholar
- (2009) To disclose or not to disclose? Status distance and self-disclosure in diverse environments. Acad. Management Rev. 34(4):710–732.Crossref, Google Scholar
- (2008) Intersectional invisibility: The distinctive advantages and disadvantages of multiple subordinate-group identities. Sex Roles 59:377–391.Crossref, Google Scholar
- (2021) “Against a sharp white background”: How Black women experience the white gaze at work. Gender Work Organ. 28(5):1840–1858.Crossref, Google Scholar
- (2021) Gaining perspective: The impact of close cross-race friendships on diversity training and education. J. Appl. Psych. 106(6):856–881.Crossref, Google Scholar
- (1990) Gender and ethnicity: Perspectives on dual status. Sex Roles 22(7–8):397–408.Crossref, Google Scholar
- (2023) Black and abused: Understanding who Black employees hold accountable for their mistreatment. Internat. J. Human Resource Management, ePub ahead of print September 24, https://doi.org/10.1080/09585192.2023.2261847.Crossref, Google Scholar
- (2013) Navigating the self in diverse work contexts. Roberson QM, ed. The Oxford Handbook of Diversity and Work (Oxford University Press, New York), 73–97.Crossref, Google Scholar
- (2014) Strategies for managing impressions of racial identity in the workplace. Cultural Diversity Ethnic Minority Psych. 20(4):529–540.Crossref, Google Scholar
- (2012) Failure is not an option for Black women: Effects of organizational performance on leaders with single versus dual-subordinate identities. J. Experiment. Soc. Psych. 48(5):1162–1167.Crossref, Google Scholar
- (2018) Intersectionality: Connecting experiences of gender with race at work. Res. Organ. Behav. 38:1–22.Google Scholar
- (2016) Race matters for women leaders: Intersectional effects on agentic deficiencies and penalties. Leadership Quart. 27(3):429–445.Crossref, Google Scholar
- (2017) Feeling mixed, ambivalent, and in flux: The social functions of emotional complexity for leaders. Acad. Management Rev. 42(2):259–282.Crossref, Google Scholar
- (2016) Applying intersectionality in organizations: Inequality markers, cultural scripts and advancement practices in a professional service firm. Gender Work Organ. 23(3):328–347.Crossref, Google Scholar
- (1991) Tokenism in performance evaluation: The effects of work group representation on male-female and White-Black differences in performance ratings. J. Appl. Psych. 76(2):263–267.Crossref, Google Scholar
- (2006) Use of an intersectional framework to understand Black women’s racial and gender identities. Sex Roles 54(9–10):589–601.Crossref, Google Scholar
- (2019) Scrutinized but not recognized: (In)visibility and hypervisibility experiences of faculty of color. J. Vocational Behav. 113:62–74.Crossref, Google Scholar
- (2015) Friend or foe? The impact of relational ties with comparison others on outcome fairness and satisfaction judgments. Organ. Behav. Human Decision Processes 128:1–14.Crossref, Google Scholar
- (2009) Perspective taking: Reducing prejudice towards general outgroups and specific individuals. Group Processes Intergroup Relations 12(5):565–577.Crossref, Google Scholar
- (2017) Social dominance theory: Explorations in the psychology of oppression. Sibley CG, Barlow FK, eds. The Cambridge Handbook of the Psychology of Prejudice (Cambridge University Press, Cambridge, UK), 149–187.Google Scholar
- (2019) Making the invisible visible: Paradoxical effects of intersectional invisibility on the career experiences of executive Black women. Acad. Management J. 62(6):1705–1734.Crossref, Google Scholar
- (1990) Basics of Qualitative Research Techniques (Sage, Thousand Oaks, CA).Google Scholar
- (2011) Perspective taking combats automatic expressions of racial bias. J. Personality Soc. Psych. 100(6):1027–1042.Crossref, Google Scholar
- (2023) Managing the double bind: Women directors’ participation tactics in the gendered boardroom. Organ. Sci. 34(2):801–827.Link, Google Scholar
- (2018) Discrimination, work outcomes, and mental health among women of color: The protective role of womanist attitudes. J. Counseling Psych. 65(2):178–193.Crossref, Google Scholar
- (2013) Positive and negative workplace relationships, social satisfaction, and organizational attachment. J. Appl. Psych. 98(6):1028–1039.Crossref, Google Scholar
- (2014) Perspective-taking increases willingness to engage in intergroup contact. PLoS One 9(1):e85681.Crossref, Google Scholar
- (2024) Increasing Black employees’ social identity affirmation and organizational involvement: Reducing social uncertainty through organizational and individual strategies. Organ. Sci., Articles in Advance October 30, https://pubsonline.informs.org/doi/10.1287/orsc.2020.14659.Google Scholar
- (2019) Measuring high-quality work relationships: A test of model and gender invariance. Personnel Psych. 18(1):46–52.Crossref, Google Scholar
- (2019) It’s not black and white: Toward a contingency perspective on the consequences of being a token. Acad. Management Perspect. 33(3):334–365.Crossref, Google Scholar
- (2015) Situated intersectionality and social inequality. Raisons Politiques 58(2):91–100.Crossref, Google Scholar
- (2022) The affective dimension of epistemic injustice. Ed. Theory 72(6):703–725.Crossref, Google Scholar

