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Reatividade à diversidade cultural nas empresas: legitimidade do sucesso
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A diversidade cultural, resultante da imigração, desempenha um papel crucial na transformação social de um país, influenciando significativamente a economia, a política e a cultura. Portugal, enquanto um dos países da União Europeia com maior número de imigrantes, reflete este fenómeno, enfrentando simultaneamente o desafio da promoção da diversidade e inclusão nas organizações e o aumento de episódios de discriminação, frequentemente alimentados por estereótipos negativos associados aos imigrantes. Neste contexto, o presente estudo tem como objetivo principal avaliar de que forma a nacionalidade de alvos em cenários hipotéticos influencia as perceções e atitudes dos participantes em diversas dimensões psicossociais. Adicionalmente, investiga a relação entre a orientação para a dominância social, a perceção de ameaça e a crença num mundo justo como preditores de reatividade negativa no local de trabalho. A amostra foi composta por 112 participantes, distribuídos aleatoriamente por quatro condições experimentais, variando a nacionalidade do alvo (brasileira, nepalesa, sueca e portuguesa). Os participantes avaliaram os alvos com base em critérios como legitimidade do sucesso, hostilidade interpessoal e simpatia laboral. Os resultados revelam um claro favoritismo in-group, especialmente em relação aos alvos portugueses, confirmando parcialmente as hipóteses propostas. Além disso, os dados apontam para a existência de perceções e atitudes diferenciadas em função da nacionalidade do alvo, sublinhando o impacto de fatores culturais e estereótipos na formação de julgamentos e interações sociais. Estes resultados destacam a relevância de abordar os preconceitos e promover iniciativas de inclusão em ambientes organizacionais e na sociedade em geral.
Cultural diversity, resulting from immigration, plays a crucial role in the social transformation of a country, significantly influencing its economy, politics, and culture. Portugal, as one of the European Union countries with the highest number of immigrants, reflects this phenomenon, facing the dual challenge of promoting diversity and inclusion in organizations while addressing increasing instances of discrimination, often fueled by negative stereotypes associated with immigrants. In this context, the present study aims to evaluate how the nationality of targets in hypothetical scenarios influences participants' perceptions and attitudes across various psychosocial dimensions. Additionally, it investigates the relationship between social dominance orientation, perceived threat, and belief in a just world as predictors of negative reactivity in the workplace. The sample consisted of 112 participants, randomly assigned to four experimental conditions varying by the target's nationality (Brazilian, Nepalese, Swedish, and Portuguese). Participants assessed the targets based on criteria such as legitimacy of success, interpersonal hostility, and workplace likability. The results reveal a clear in-group favoritism, particularly toward Portuguese targets, partially confirming the proposed hypotheses. Moreover, the data highlight differentiated perceptions and attitudes depending on the target's nationality, emphasizing the impact of cultural factors and stereotypes on judgment and social interactions. These findings underscore the importance of addressing biases and promoting inclusion initiatives in organizational settings and society at large.
Cultural diversity, resulting from immigration, plays a crucial role in the social transformation of a country, significantly influencing its economy, politics, and culture. Portugal, as one of the European Union countries with the highest number of immigrants, reflects this phenomenon, facing the dual challenge of promoting diversity and inclusion in organizations while addressing increasing instances of discrimination, often fueled by negative stereotypes associated with immigrants. In this context, the present study aims to evaluate how the nationality of targets in hypothetical scenarios influences participants' perceptions and attitudes across various psychosocial dimensions. Additionally, it investigates the relationship between social dominance orientation, perceived threat, and belief in a just world as predictors of negative reactivity in the workplace. The sample consisted of 112 participants, randomly assigned to four experimental conditions varying by the target's nationality (Brazilian, Nepalese, Swedish, and Portuguese). Participants assessed the targets based on criteria such as legitimacy of success, interpersonal hostility, and workplace likability. The results reveal a clear in-group favoritism, particularly toward Portuguese targets, partially confirming the proposed hypotheses. Moreover, the data highlight differentiated perceptions and attitudes depending on the target's nationality, emphasizing the impact of cultural factors and stereotypes on judgment and social interactions. These findings underscore the importance of addressing biases and promoting inclusion initiatives in organizational settings and society at large.
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Keywords
Diversidade cultural Dominância social Crença num mundo justo Perceção de ameaça