Intentions to Quit . Results from a sample of 5,370 managers found the effect of a pro-diversity climate was strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel. These results suggest that a pro-diversity climate is not implemented at the expense of White employees. In fact, White men and women were also more likely to indicate lower intentions to quit when they perceived support for diversity. Although the strength of the association varied by race, the total effect of diversity climate on turnover intentions was negative across all racial groups. Also, organizational commitment may reduce the effects of diversity climate on turnover intentions. Diversity Climate Diversity climate has been defined as "employees' shared perceptions of the policies, practices, and procedures that implicitly and explicitly communicate the extent to which fostering and maintaining diversity and eliminating discrimination is a priority in the organization." The influence of diversity climate on turnover intentions was studied in a sample of managerial employees in a national retail organization. Positive diversity climates were associated most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and then Whites. Organizational commitment (loyalty to the organization, as discussed in Chapter 4) alleviated the effect of race and diversity climate perceptions on turnover intentions. In other words, if managers are loyal to the organization, they are less likely to quit even if the diversity climate is poor.
Intentions to Quit . Results from a sample of 5,370 managers found the effect of a pro-diversity climate was strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel. These results suggest that a pro-diversity climate is not implemented at the expense of White employees. In fact, White men and women were also more likely to indicate lower intentions to quit when they perceived support for diversity. Although the strength of the association varied by race, the total effect of diversity climate on turnover intentions was negative across all racial groups. Also, organizational commitment may reduce the effects of diversity climate on turnover intentions. Diversity Climate Diversity climate has been defined as "employees' shared perceptions of the policies, practices, and procedures that implicitly and explicitly communicate the extent to which fostering and maintaining diversity and eliminating discrimination is a priority in the organization." The influence of diversity climate on turnover intentions was studied in a sample of managerial employees in a national retail organization. Positive diversity climates were associated most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and then Whites. Organizational commitment (loyalty to the organization, as discussed in Chapter 4) alleviated the effect of race and diversity climate perceptions on turnover intentions. In other words, if managers are loyal to the organization, they are less likely to quit even if the diversity climate is poor.
Management, Loose-Leaf Version
13th Edition
ISBN:9781305969308
Author:Richard L. Daft
Publisher:Richard L. Daft
Chapter13: Managing Diversity
Section: Chapter Questions
Problem 1OTJVC
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Question
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1.Explain why organizational commitment loyalty,reduced the effects of a lesser diversity climate on intentions to quit.
2.Were you surprised by the study’s findings? Why do you think White managers were also positively affected by diversity climates in their organizations?
3.This study was conducted using a sample of managers in retail organizations. How might the results be the same or different in a manufacturing organization, a hospital, or a university?
Transcribed Image Text:Intentions to Quit
.
Results from a sample of 5,370 managers found the effect of a pro-diversity climate was
strongest among Blacks.
Contrary to the hypotheses, however, White men and women exhibited slightly
stronger effects than Hispanic personnel.
These results suggest that a pro-diversity climate is not implemented at the expense of
White employees.
In fact, White men and women were also more likely to indicate lower intentions to quit
when they perceived support for diversity.
Although the strength of the association varied by race, the total effect of diversity
climate on turnover intentions was negative across all racial groups.
Also, organizational commitment may reduce the effects of diversity climate on turnover
intentions.
Transcribed Image Text:Diversity Climate
Diversity climate has been defined as "employees'
shared perceptions of the policies, practices, and
procedures that implicitly and explicitly communicate
the extent to which fostering and maintaining diversity
and eliminating discrimination is a priority in the
organization."
The influence of diversity climate on turnover intentions
was studied in a sample of managerial employees in a
national retail organization.
Positive diversity climates were associated most
negatively with turnover intentions among Blacks,
followed in order of strength by Hispanics and then
Whites.
Organizational commitment (loyalty to the organization,
as discussed in Chapter 4) alleviated the effect of race
and diversity climate perceptions on turnover intentions.
In other words, if managers are loyal to the
organization, they are less likely to quit even if the
diversity climate is poor.
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