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首页> 外文期刊>Career Development International: The Journal for Executives, Consultants and Academics >Diversity climate impact on employee of color outcomes: does justice matter?
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Diversity climate impact on employee of color outcomes: does justice matter?

机译：多样性气候对有色人种雇员的影响：正义重要吗？

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摘要

Purpose - The purposes of this paper are three-fold: first, to examine the effect of diversity climate on professional employee of color outcomes, organizational commitment and turnover intentions; second, to investigate the moderating and mediating roles of interactional and procedural justice on the relationships between diversity climate and the outcomes; and third, to explore the interactive effect of racial awareness and diversity climate on reported psychological contract violation. Design/methodology/approach - The authors conducted a survey of 182 professionals of color. Correlation, factor analysis, and regression were employed to test the hypotheses. Findings - Results indicate that diversity climate affects organizational commitment and turnover intentions. Interactional and procedural justice played mediating roles between diversity climate and employee outcomes. Moderated mediation analysis indicated that for turnover intentions, there was moderated mediation under both low and high procedural justice conditions. When a diversity climate was perceived to be fair, racially aware respondents reported lower levels of psychological contract violation. Research limitations/implications - Professionals of color from one US industry completed the survey, so conclusions about generalizability should be drawn with caution. Data were cross-sectional and single-source. However, the findings were consistent with past research, lending credibility to the results. Originality/value - Recent research on workforce diversity has highlighted the importance of effectively managing all organizational members. The paper shows that the diversity climate and organizational justice impact employee of color outcomes. Thus, for managers, creating and maintaining a positive, fair diversity climate will be important for attracting and retaining high-quality professionals of color in US organizations.
机译：目的-本文的目的有三个方面：首先，研究多样性气候对专业员工的色彩结果，组织承诺和离职意图的影响;第二，调查互动和程序正义在多样性气候与成果之间关系中的调节作用和中介作用;第三，探讨种族意识和多样性气候对报告的心理契约违规的互动影响。设计/方法/方法-作者对182位色彩专业人士进行了调查。相关性，因子分析和回归被用来检验假设。调查结果-结果表明多样性气候影响组织的承诺和离职意图。互动和程序正义在多样性环境和员工绩效之间起着中介作用。适度的调解分析表明，就离职意图而言，在程序正义程度较低和较高的情况下均进行了适度调解。当人们认为多样性气氛是公平的时，具有种族意识的受访者表示心理契约违规的程度较低。研究的局限性/意义-来自一个美国行业的色彩专业人士完成了调查，因此在得出可概括性的结论时应谨慎。数据为横断面和单一来源。但是，这些发现与过去的研究相吻合，使结果可信。原创性/价值-最近有关劳动力多样性的研究强调了有效管理所有组织成员的重要性。该论文表明，多样性的气氛和组织公正性会影响员工的色彩结果。因此，对于管理人员而言，创造并维持积极，公平的多元化氛围对于吸引和留住美国组织中的高素质彩色专业人士至关重要。

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