Capitalising on diversity: espousal of Maori values in the workplace

This study investigated the relationship between organisational espousal of cultural group values and organisational commitment and citizenship behaviours. The study focused on Maori employees, and their perceptions of the extent to which their organisation espoused some of the central values of Te...

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Bibliographic Details
Published in:The journal of corporate citizenship 2014-09, Vol.55, p.102-102
Main Authors: Kuntz, Joana R.C., Näswall, Katharina, Beckingsale, Alicia, MacFarlane, Angus Hikairo
Format: Article
Language:English
Subjects:
Cultural diversity
Human resources
Indigenous culture
Indigenous knowledge
Job performance
Maori
New Zealand
Personnel management
Survey data
Work place
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Summary:This study investigated the relationship between organisational espousal of cultural group values and organisational commitment and citizenship behaviours. The study focused on Maori employees, and their perceptions of the extent to which their organisation espoused some of the central values of Te Ao Maori (the Maori world), specifically manaakitanga (caring), whakawhanaungatanga (relationships), wairuatanga (spirituality), auahatanga (creativity) and kaitiakitanga (guardianship). Furthermore, the role of identification with the Maori culture was investigated as a potential moderator of the relationship between organisational espousal of each of the Maori values and the outcome variables. The methodology was tested in a sample of 91 Maori employees from Maori-led organisations. The participants completed an anonymous online survey. The data was analysed using moderated hierarchical regression analysis. Organisational espousal of the composite Maori values wairuatanga and whakamana tangata was reciprocated with organisational commitment. Although no significant main effects were found with respect to Maori values and organisational citizenship behaviours the interaction of identification with Maori culture with Maori values influenced this outcome; those with lower identification with Maori culture, and who also perceived that their organisation did not espouse Maori values, reported lower levels of organisational citizenship behaviours. Taken together, the results suggest that organisations benefit in being aware of and incorporating values of the cultural groups represented in the workforce with their overall practices, as this is manifested in higher commitment and citizenship behaviours among employees. Reprinted by permission of Greenleaf Publishing
ISSN:1470-5001