Token effect beliefs, stigma consciousness and the organizational attractiveness of homogeneous firms among women employees
Bibliographic Data
| ID | 6058968 |
|---|---|
| Authors | Jason R Lambert (0000-0003-0795-4934, Texas Woman's University), Gabrielle P A Smith (0000-0001-5725-5555, Texas Woman's University), Paul E Yeatts (0000-0003-1597-2294, Texas Woman's University), Wadzanai Dzvurumi (Texas Woman's University) |
| Year | 2025 |
| Volume | 44 |
| Issue | 9 |
| Pages | 72-88 |
| Publication date | 2025-12-15 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-06-2024-0270 |
| OpenAlex | W4409296087 |
| Language | EN |
| Citations received | 1 |
| References cited | 61 |
Purpose The paper aims to investigate how diversity recruitment advertisements affect women’s token effect beliefs and attraction to an organization based on their level of stigma consciousness. Design/methodology/approach Using online surveys, 136 women participants were randomly assigned to view one of two fictitious job ads portraying different degrees of gender diversity. Participants were surveyed on the organizational attractiveness of the fictitious company, their stigma consciousness, token effect beliefs and basic demographic information. A moderated mediation model using path analysis in Mplus v.8 was used to examine the effect of diversity emphasis, stigma consciousness and token effect beliefs on organizational attractiveness. Findings Results suggest that women with high stigma consciousness believe they will experience stronger token effects at organizations with a male-majority emphasis in recruitment ad compared to low stigma-conscious women. Further, as an underlying mechanism implied by signaling theory, token effect beliefs mediate the relationship between diversity recruitment ads and organizational attractiveness based on subjects’ level of stigma consciousness. Originality/value The current study highlights how token effect beliefs and stigma consciousness drive individual differences in how women job seekers are attracted to organizations. Moreover, our study reveals how the attitudes of women job seekers towards diversity recruitment ads differ, suggesting that researchers should depart from the monolithic view of women’s perspectives regarding workplace diversity research
Attractiveness · Consciousness · Homogeneous · Psychiatry · Employer Branding and e-HRM · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
Applicant Attraction to Organizations and Job Choice
Understanding Tokenism
Foci and correlates of organizational identification
Corporate Social Performance and Organizational Attractiveness to Prospective Employees.
The People Make the Place
Methods for integrating moderation and mediation
Addressing Moderated Mediation Hypotheses
Using self‐report questionnaires in OB research
An assessment of attraction toward affirmative action organizations
Is it All in the Numbers
The Influence of Social Status on Token Women Leaders' Expectations About Leading Male-Dominated Groups
Token Majority
Looking Beyond Numbers
Tokenism in policing
Exploring the social identity threat response framework
Job Market Signaling
Some Effects of Proportions on Group Life
Counterfeit diversity
The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer
Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy
Gender Salience and Social Identity
The Glass Escalator
Tokenism and Women in the Workplace
Rethinking Tokenism
| Unique citing works | 1 |
|---|---|
| Citations per year | 1 |
| Citation span | 2026 - 2026 (1) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 1 |