Reducing Blacks' turnover intent: The effect of Blacks' perspective-taking in White-dominated workspaces

Abstract

Facilitating the development of healthy workplace relationships in diverse settings and retaining talented minority professionals are important organizational objectives. Extant research on perspective-taking validates its effectiveness as a relationship management tool used by White group members. In this dissertation, I investigate whether Blacks realize the same benefits when perspective-taking on White supervisors. I argue that in the face of threats perceived by both Blacks and their White supervisors, perspective-taking by Blacks will influence the use of social identity-based impression management strategies, specifically, positive distinctiveness strategies. This work expands theory on social identity-based impression management strategies by examining how Blacks use these strategies to gain familiarity with White supervisors by reducing the discomfort they experience when interacting with Blacks. Finally, I assess the psychological antecedents and organizational ramifications of these strategies. My dissertation reveals that positive distinctiveness strategies increase perceived familiarity between Blacks and White supervisors and reduces Blacks' turnover intent. Organizations may use findings from this study to develop diversity management practices that enhance workplace relationships between Blacks and White supervisors.