Gateway organizations are elite institutions, such as selective universities and prestigious firms, that groom and train individuals from diverse social class backgrounds for careers in high-status roles. Cross-class interactions in such gateway organizations can lead to anxiety and social comparisons of one’s own social class to others in the environment. This dissertation investigates how early-stage members of gateway organizations from various social class origins interact and gain access to valuable resources for upward mobility. This research proposes a theoretical model that explains how individuals in class-diverse work environments present class information and the interpersonal outcomes associated with their self-presentation. To be more specific, I argue that individuals refer to their social class origin and ability to (a) gauge their relative standing in the gateway context and (b) decide whether to integrate or pass their class origin when they present themselves to the audience. I also suggest that such class management strategies ultimately result in distinct levels of relationship quality in gateway organizations. The hypotheses in this research are tested in two studies: an experiment and a time-lagged field survey in representative gateway contexts—higher education (university) and elite professional firms. This work demonstrates that low social class origins are not always framed as a disadvantage, but rather as a strength to be emphasized to construct a desirable image. In contrast to previous research that found that low social class is associated with lower self-esteem, this study found that the upwardly mobile indicate more pride and less shame when they perceive high ability in comparison to their peers. Through self-presentational mechanisms, such positive self-views originating from low-class origins and high ability were associated with increased coworker exchange and social integration. This work extends theories of social class and identity management by demonstrating how social class origins can be viewed as a badge of honor or baggage, depending on how competent actors perceive themselves and their subsequent effects on impression management and interpersonal outcomes.
Hyejin Yu (Mon,) studied this question.