Looking inside and out: The impact of employee and community demographic composition on organizational diversity climate.

2008 ◽  
Vol 93 (6) ◽  
pp. 1422-1428 ◽  
Author(s):  
S. Douglas Pugh ◽  
Joerg Dietz ◽  
Arthur P. Brief ◽  
Jack W. Wiley
Keyword(s):  
Diversity Climate ◽  
Organizational Diversity ◽  
Demographic Composition ◽  
The Impact

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

scholarly journals IMPACT OF WORKFORCE DIVERSITY ON ORGANIZATIONAL CULTURE: A CASE OF UNIVERSITIES OF PAKISTAN

2021 ◽  
Vol 9 (3) ◽  
pp. 433-441
Author(s):  
Aurangzeb ◽  
Kamleshwer Lohana ◽  
Nazia Bibi ◽  
Ishtiaq ur Rehman ◽  
Shahida Habib Alizai
Keyword(s):  
Organizational Culture ◽  
Organizational Justice ◽  
Workforce Diversity ◽  
Educational Institutions ◽  
Interpersonal Relation ◽  
Diversity Climate ◽  
Higher Educational Institutions ◽  
Higher Educational ◽  
The University ◽  
The Impact

Purpose of the Study: The present research was undertaken to determine the impact of workforce diversity taxonomy like diversity climate, value, organizational justice, and identity on various dimensions of organizational culture. Methodology: A sample of 117 university teachers selected from the university and higher educational institutions in Pakistan. Convenient sampling techniques were used to collect the data through a Google survey, using workforce diversity. taxonomy inventory and organizational culture questionnaire. Data analyzed by using a t-test to compare the mean scores of various dichotomized groups to see the effect of workforce diversity taxonomy on organizational culture with the help of the SPSS package. Principal Findings: Results revealed that workforce diversity taxonomy like diversity climate, value, organizational justice, and identity significantly influenced organizational culture and its various dimensions. Perceived high and low respondents’ workforce diversity taxonomy differed significantly on organizational culture. Applications of the study: This study can formulate strategies to improve workforce diversity in universities and higher educational institutions in emerging economies like Pakistan. Novelty/Originality of this study: The present research contributes to the literature on perceived workforce diversity taxonomy and organizational culture in terms of autonomy, trust, communication, transparency, interpersonal relation, decision making, and overall organizational culture, particularly in university and higher educational institution’s teachers.

Promoting safety participation through diversity and inclusion climates

2016 ◽  
Vol 9 (3) ◽  
pp. 308-327 ◽  
Author(s):  
Anna Paolillo ◽  
Silvia A. Silva ◽  
Margherita Pasini
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Main Concern ◽  
Diversity Climate ◽  
Content Type ◽  
Diversity And Inclusion ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to investigate the impact of diversity climate and inclusion climate on safety participation behaviors through the mediating effect of the motivation to actively promote safety at work. Design/methodology/approach Participants were 491 workers employed in four Italian metal-mechanical companies. They completed a paper questionnaire containing measures of psychological diversity climate, psychological inclusion climate, safety motivation participation and safety participation behaviors. Data were analyzed with structural equation modeling. Findings Results showed that safety participation motivation fully mediates the relationship between diversity climate and safety participation behaviors, whereas it partially mediates the relationship between climate for inclusion and safety participation behaviors. Practical implications The present findings can help managers to motivate employees in pursuing safety goals independently of compensation or obligation by creating an organization in which the main concern is caring for each other’s well-being. Originality/value This is the first study which has empirically tested the relationships between diversity climate, inclusion climate and safety behaviors. It has extended previous research which simply tested the effects of objective types of diversity on safety performance.

scholarly journals PEACE IN THE MIDST OF VIOLENCE: ANALYZING THE ROLE OF ELITES IN PRESERVING PEACE AND HARMONY IN MANADO

2016 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Muhammad Rivai Abbas
Keyword(s):  
Cultural Values ◽  
Historical Background ◽  
Daily Activities ◽  
Conflict Escalation ◽  
Demographic Composition ◽  
Social Tensions ◽  
Five Elements ◽  
Muslim Communities ◽  
The Impact

The study attempts to look at the existing inter-religious peace and harmony in Manado. The focus is an attempt to compare between Manado and Ambon which are similar in terms of demographic composition, historical background, political and cultural values but at the same time both are different; the former was in conflict, while the latter was an area of peace during the conflict escalation that engulfed some parts of East Indonesia. This study also tries to look at the strategy of Christian and Muslim communities in both cities in dealing with social tensions. In addition, this article specifically tries to explain factors that contribute to the presence of peace in Manado and its absence in Ambon. Subsequently, attention is also paid to the impact and mechanisms used by the elite in maintaining peace in Manado. This study uncovers some interesting findings. First, there are five elements that support the existence of peace in Manado: education, cultural values (local wisdom), economic situations, spiritual understanding, and the role of the elite. Second, inter-religious peace and harmony can exist in Manado, because of the synergy and cooperation of these three levels of leadership. Third, although the theory of Lederach seems to suggest that top-level leaders are the most dominant element of the elite, it is found that the role of grassroots leaders including leaders of congregations (imam, ustadz, clergymen, and priests) is more vital as their more directly involved in the daily activities of society. Fourth, the mechanisms of these elites seem to be various in every stage of leadership.

Women’s perceived contributions to diversity: The impact of target race and contextual gender salience

2020 ◽  
pp. 136843022093007
Author(s):  
Danielle M. Geerling ◽  
Jacqueline M. Chen
Keyword(s):  
Gender Discrimination ◽  
Organizational Context ◽  
White Women ◽  
Racial Diversity ◽  
Female Representation ◽  
Organizational Diversity ◽  
Race And Gender ◽  
History Of ◽  
And Gender ◽  
The Impact

Diversity is a desired attribute for many organizations. Yet, there is limited scientific understanding of what leads people to perceive diversity, and past studies focus on racial diversity to the exclusion of other social identities. We investigated how an individual’s race and gender conjointly impact their perceived contributions to organizational diversity and whether context-driven gender salience affects these judgments. Study 1 established that, in the absence of an organizational context, women of color are considered to contribute more to diversity than men of color, White women, and White men. In Studies 2A–2C, we manipulated an organization’s demographic composition and found that female representation affected White women’s perceived contributions to diversity more than Black women’s perceived contributions to diversity. Similarly, in Study 3, we found that an organization’s history of gender discrimination increased White women’s, but not Black women’s, perceived contributions to diversity. This research has implications for diversity-related hiring decisions.

Policy Type and Justification Influences on Support for Affirmative Action Policies

2016 ◽  
Vol 15 (2) ◽  
pp. 90-93 ◽  
Author(s):  
Christopher L. Aberson
Keyword(s):  
Affirmative Action ◽  
Organizational Diversity ◽  
Hiring Policy ◽  
The Impact

Abstract. This study examines the influence of policy type (recruitment vs. tiebreaker) and policy justification (no justification vs. justified as increasing organizational diversity) on support for a hiring policy. Consistent with predictions, recruitment policies received greater support than tiebreakers and participants preferred justified policies to those presented without justification. However, the impact of justifications differed across policies. Justifications increased support for tiebreaker policies but did not increase support for recruitment approaches. The paper discusses these results in terms of fairness heuristic theory and implications for enhancing support for other forms of affirmative action.

Sign in / Sign up

Export Citation Format

Share Document