Who Gives? Multilevel Effects of Gender and Ethnicity on Workplace Charitable Giving

• Published in: Journal of applied psychology 2013-01, Vol.98 (1), p.49-62
• Main Authors: Leslie, Lisa M., Snyder, Mark, Glomb, Theresa M.
• Format: Article
• Language: English
• Subjects: Applied psychology; Biological and medical sciences; Business Organizations; Charities; Charities - statistics & numerical data; Charity; Corporate social responsibility; Cultural differences; Diversity in the Workplace; Donations; Ethnic differences; Ethnic Groups - psychology; Ethnic Groups - statistics & numerical data; Ethnicity; Female; Fundamental and applied biological sciences. Psychology; Gender; Gender differences; Human; Humans; Male; Middle Aged; Minority & ethnic groups; Minority groups; Multiculturalism & pluralism; Occupational psychology; Organization and management. Professional relation; Organizational behavior; Prosocial Behavior; Psychology. Psychoanalysis. Psychiatry; Psychology. Psychophysiology; Racial and Ethnic Differences; Sex Distribution; Social exchange; Social exchange theory; Social Responsibility; Studies; Work place; Workplace - psychology; Workplace - statistics & numerical data; Workplace diversity; Workplaces
• ISSN: 0021-9010; 1939-1854
• DOI: 10.1037/a0029943

Research on diversity in organizations has largely focused on the implications of gender and ethnic differences for performance, to the exclusion of other outcomes. We propose that gender and ethnic differences also have implications for workplace charitable giving, an important aspect of corporate social responsibility. Drawing from social role theory, we hypothesize and find that gender has consistent effects across levels of analysis; women donate more money to workplace charity than do men, and the percentage of women in a work unit is positively related to workplace charity, at least among men. Alternatively and consistent with social exchange theory, we hypothesize and find that ethnicity has opposing effects across levels of analysis; ethnic minorities donate less money to workplace charity than do Whites, but the percentage of minorities in a work unit is positively related to workplace charity, particularly among minorities. The findings provide a novel perspective on the consequences of gender and ethnic diversity in organizations and highlight synergies between organizational efforts to increase diversity and to build a reputation for corporate social responsibility.