Culture, Climate and Sustainability in Organizations

Nair, Vinitha; Vohra, Veena

doi:10.1007/978-981-15-5656-2_10

Cited by 2 publications

(1 citation statement)

References 21 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In recent times, the call for sustainable development of the whole society has also contributed to motivate companies to change their models and strategies, focusing their resources and efforts on enhancing human capital [1,2]. The challenge for contemporary organisations, then, has become to find a way to achieve social sustainability in their organisation, while fully meeting the objective of promoting and achieving decent and sustainable work-a current problem and a very worthy objective, in line with the goals of the 2030 Agenda [3,4]. The nexus between sustainability and management practices became evident around the 1980s with the issue of diversity, mainly due to the influence of some managers who felt a pressing need to handle the differences in their workforce, and it is still in vogue today with the constructs of diversity climate and organisational climate.…”

Section: Introductionmentioning

confidence: 99%

Organisational Climate, Diversity Climate and Job Dissatisfaction: A Multi-Group Analysis of High and Low Cynicism

2022

View full text Add to dashboard Cite

Existing literature reported a shared awareness about the effects of the organisational climate (OC). The promotion of a positive OC, and a supportive and fair diversity climate, affected the workforce’s behaviour, especially performance and satisfaction. Scholars stated that the way employees respond to dissatisfaction could be explained through the EVLN (Exit, Voice, Loyalty, Neglect) model. Two main aims were examined in our study: investigating the role of diversity climate in the mediation between the OC and all the dissatisfaction outcomes; and analysing the moderating effect that cynicism could have in this assumed model. Seven-hundred and twenty-one participants were enrolled to participate in this study. A structural equation model and multigroup analyses were used to test the hypotheses. Results showed that the diversity climate mediated the effect of OC on outcomes variables, both in negative and positive terms. Consistent with the literature, fairness and inclusion emerged as central in the impact that organisational policies could have on employees’ Loyalty and desire of Exit and Neglect. Moderation results indicated that high cynicism facilitated employees’ perception of exclusion and fairness towards their organisation, while low levels promoted Loyalty. Thus, the OC aimed at implementing a tolerance and sustainability culture is a core predictor variable.

show abstract