Dual cultural identification predicts faster promotion and better career reputation

Evidence

To investigate this hypothesis, we again went out into the field and identified 100 Israeli managers who were working in the high-tech industry in Silicon Valley. We queried these managers on a number of variables, including the extent to which they felt they identified with both their native country of Israel and their host country, the United States. When we examined the rates of promotion for these managers and assessed their reputations in the high-tech industry, we again found that biculturals had been promoted faster and had better reputations than managers who identified themselves with only Israel or the United States, or neither country (Tadmor et al., 2010). These results held even when controlling for the big five personality traits, English language ability, gender, number of years in the United States, years of job experience, years with current company, and political orientation. — Roderick M. Kramer, Geoffrey J. Leonardelli, Robert W. Livingston, Social Cognition, Social Identity, and…, 2252

Categorization

• XREF: Complicates/bilateralizes the ingroup/outgroup frame from the Allport-prejudice thread: here identification with two groups (not one) is what confers advantage, running parallel to work on identity complexity as prejudice-reduction. — connects to: Promotion-based career judiciaries trade selection bias for conformity pressure — G. Alan Tarr, Judicial Process and Judicial…, 552
• QUESTION: Does dual-identification’s career benefit reflect genuine integrative flexibility or surface code-switching that strategic actors deploy? The passage can’t distinguish, and whether reparative in-group/out-group flexibility generalizes to stigmatized identities is unsaid.
• corroborated: 2 independent passages support this claim — Roderick M. Kramer, Geoffrey J. Leonardelli, Robert W. Livingston, Social Cognition, Social Identity, and…, 2252