An Empirical Test of Diversity Climate Dimensionality and Relative Effects on Employee of Color Outcomes
This study examined the relative effect of diversity climate dimensions captured by two measures: Mor Barak et al.’s (Journal of Applied Behavioral Science, 34:82–104, 1998) diversity climate scale and Chrobot-Mason’s (Journal of Managerial Psychology 18:22–45, 2003) diversity promise fulfillment sc...
| Authors: | ; ; |
|---|---|
| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer Science + Business Media B. V
2012
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| In: |
Journal of business ethics
Year: 2012, Volume: 110, Issue: 3, Pages: 247-258 |
| Further subjects: | B
Turnover intentions
B Employee of color B Organizational Commitment B diversity climate B Moderated mediation |
| Online Access: |
Presumably Free Access Volltext (JSTOR) Volltext (lizenzpflichtig) |
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| 245 | 1 | 0 | |a An Empirical Test of Diversity Climate Dimensionality and Relative Effects on Employee of Color Outcomes |
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| 520 | |a This study examined the relative effect of diversity climate dimensions captured by two measures: Mor Barak et al.’s (Journal of Applied Behavioral Science, 34:82–104, 1998) diversity climate scale and Chrobot-Mason’s (Journal of Managerial Psychology 18:22–45, 2003) diversity promise fulfillment scale on professional employee of color outcomes: organizational commitment (OC) and turnover intentions. We hypothesized that the two scales would measure different aspects of diversity climate. We further hypothesized that the different climate dimensions would interactively affect the employee of color outcomes. Third, we predicted that diversity climate would mediate between diversity promise fulfillment and employee of color outcomes. Finally, we hypothesized that organizational commitment would mediate the interactive effect of diversity climate dimensions on turnover intentions. Results indicated that the diversity scales each predicted unique variance in employee outcomes and that the climate dimensions interactively influenced professional of color organizational commitment and turnover intentions. We also found that the diversity climate dimension, as measured by the Mor Barak scale, mediated between diversity promise fulfillment and the outcomes. Finally, we found complete mediated moderation between the interaction of the two climate measures and turnover intentions by organizational commitment. Implications are discussed. | ||
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| 650 | 4 | |a diversity climate | |
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