Group & Organization Management · 2013 · 215 citations · 61 references
Workplace PsychologyEducationDouble-edged SwordHuman Resource ManagementOrganizational BehaviorEmployee AttitudeManagementCultural DiversityWorkplace DiversityDiversity SensitivityDiversity Climate PerceptionsOrganizational PsychologyWork AttitudeSocial IdentityDiversity In WorkforceWorkforce DevelopmentWorkplace ConflictSociologyBusinessPsychological BenefitsAffirming ClimateDiversityGenerational DiversityWorkforce Diversity
Workforce diversity can yield both positive and negative outcomes. The study examined how employees’ perceptions of a diversity climate relate to turnover intent to understand why diversity yields positive outcomes. The authors surveyed 1,731 public employees and investigated whether organizational commitment, climate for innovation, psychological empowerment, and identity freedom mediate the link between perceived diversity climate and turnover intent, also considering racial and gender subgroup differences. Employees who perceive equal opportunity and fair treatment report lower turnover intent, and this effect is significantly mediated by psychological outcomes such as commitment and empowerment.
Workforce diversity has been described as a double-edged sword; it has the potential for positive and negative outcomes. To better understand why and how diversity leads to positive outcomes, we examined the relationship between employee perceptions of diversity climate perceptions and intent to turnover. We explored the role of four psychological outcome variables (organizational commitment, climate for innovation, psychological empowerment, and identity freedom) as possible mediators of this relationship. Racial and gender subgroup differences were also examined. Survey data were collected from 1,731 public employees. Findings suggest that when employees perceive equal access to opportunities and fair treatment, intent to turn over decreases. Furthermore, these relationships are significantly mediated by psychological outcomes. Implications for diversity management and training are discussed.
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Research in Organizational Behavior.
A. J. Grimes, L. L. Cummings, Barry M. Staw · Administrative Science Quarterly · 1986 · 11.2K citations