Racial dissimilarity and diversity climate effect organizational identification

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 hierar...

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Bibliographic Details
Published in:Equality, Diversity and Inclusion: An International Journal Diversity and Inclusion: An International Journal, 2016-01, Vol.35 (5/6), p.314-327
Main Authors: Cole, Brooklyn, Jones, Raymond J., Russell, Lisa M.
Format: Article
Language:English
Subjects:
Bureau of Labor Statistics
Climate
Climate effects
Decision making
Employee management relations
Employees
Employment
Ethnicity
Identification
Identity
Initiatives
Job satisfaction
Minority & ethnic groups
Multiculturalism & pluralism
Perception
Perceptions
Race
Race relations
Regression analysis
Studies
Supervisors
United States
Wealth
Work environment
Workplace diversity
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Summary: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.
ISSN:2040-7149
2040-7157
DOI:10.1108/EDI-09-2015-0072