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https://doi.org/10.17605/OSF.IO/N86U7
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Examining the emotionality of diversity statements on webpages of European organizations
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2024-01-31
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2021-08-11
dcterms:description
Organizational websites “serve as symbolic and necessary contemporary representations of impression management among stakeholders where diversity concerns and corporate activities with which the public can resonate can be emphasized” (Pasztor, 2019, p. 10). Organizations post diversity statements on their websites to communicate their aim to increase organizational diversity and to encourage people underrepresented in certain professions and positions to apply for jobs. Nevertheless, it is still unclear to what extent such diversity statements are effective in encouraging members of underrepresented groups and thereby contribute to achieving greater diversity. First, previous research has demonstrated that socially excluded individuals tend to rely on affect rather than cognition in processing persuasive messages (e.g., Lu & Sinha, 2017). Thus, we aim to determine to what extent organizations use emotionality in diversity statements on their websites that potentially target individuals who are socially excluded based on their group identity (research question 1). Second, organizations that have achieved higher levels of gender diversity may use diversity statements with greater degree of emotionality to indicate their commitment to it. Therefore, we aim to examine to what extent the degree of emotionality in diversity statements differs based on the levels of achieved gender diversity of organizations (research question 2). Third, emotionality in diversity statements may also differ between organizations from different countries and sectors due to prevalent cultural or business norms in certain countries and industries. Therefore, we aim to examine to what extent degree of emotionality in diversity statements differ based on the country and sector of the organization (research question 3). To quantify the extent of message emotionality in diversity statements on corporate websites, we will use the advanced version of the Evaluative Lexicon (Rocklage & Fazio, 2015) – 2.0 (Rocklage et al., 2018). European organizations will be selected from the STOXX 600 Europe index. Since gender is the most frequently mentioned dimension of diversity on organizational websites (e.g., Montenegro, 2020; Point & Singh, 2003; van Berkel, 2019), we will analyse diversity statements from organizations with different levels of achieved gender diversity. Achieved gender diversity of the organizations will be retrieved from the Gender Diversity Index 2020 that evaluates the European organizations that are listed in the STOXX 600. To summarize, we aim to explore the extent to which emotionality is used in diversity statements on European organizational websites, the association between emotionality of these diversity statements and achieved gender diversity in the organizations, and the difference in emotionality of diversity statements based on characteristics of organizations (i.e., country, sector).
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https://osf.io/n86u7
https://doi.org/10.17605/OSF.IO/N86U7
dcterms:modified
2023-01-16
dcterms:title
Examining the emotionality of diversity statements on webpages of European organizations
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osf:Project
High emotionality in diversity statements promotes organisational attractiveness
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dcterms:created
2021-06-16
dcterms:dateCopyrighted
2021
dcterms:identifier
https://doi.org/10.17605/OSF.IO/AKN9U
https://osf.io/akn9u
dcterms:title
High emotionality in diversity statements promotes organisational attractiveness
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Social Psychology
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Social Psychology
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Psychology
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Psychology
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Psychology
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Psychology
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Industrial and Organizational Psychology
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Industrial and Organizational Psychology
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Psychology
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Psychology
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