Psychological predictors of cultural diversity support at work.

Abstract

Objectives: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees' and managers' intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen's theory of planned behavior. Method: Predictors of intentions to promote cultural diversity at work (N ϭ 670) and actual behavior after 6 months were assessed among managers and employees using self-reports in a 2-wave survey design. Participants' average age at Time 1 was 38.26 years (SD ϭ 11.86), 56% was female, and there were 78.1% Dutch ethnic majority and 21.9% ethnic minority participants. Results: Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals' intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers' reported PBC and behavior were higher compared to employees. Conclusions: This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work.

Framing Matters: The Influence of Group-Image Threat on Reactions To Affirmative Action Policies

“…Knowledge of racial privilege and potential openness for social change are qualities organizations need in their workforce if they want to reduce race-based employment discrimination. Further, those who value diversity have been shown to engage in diversity promoting behaviors over time (Hiemstra, Derous, & Born, 2017) and support other diversity initiatives such as diversity training (Nishii et al, 2018). This would overall shape the extent to which an organization is diverse and inclusive.…”

Penerapan Teori Perilaku Terencana dalam Pengambilan Keputusan Etis

“…Penelitian terdahulu membuktikan intensi menjadi prediktor perilaku dalam beberapa domain perilaku (Armitage & Conner, 2001). Dalam konteks organisasi, intensi berdampak pada munculnya perilaku mempromosikan keragaman di tempat kerja (Hiemstra et al, 2017) dan berdampak pada munculnya tindakan melakukan pemasaran secara etis (Shahriar Ferdous & Polonsky, 2013). Ditinjau dari Teori Perilaku Terencana, dapat dikatakan intensi pengambilan keputusan etis berdampak pada munculnya perilaku pengambilan keputusan etis.…”

“…Contohnya Seorang Atasan menilai bahwa dirinya dapat dengan mudah meminta bawahan untuk melakukan apa yang dia perintahkan. Kendali perilaku ditemukan memiliki hubungan positif yang kuat dengan intensi berperilaku seperti melakukan pemasaran secara etis (Shahriar Ferdous & Polonsky, 2013), mempromosikan keragaman di tempat kerja (Hiemstra et al, 2017), memengaruhi intensi untuk menerapkan Corporate Social Responsibility (Ham et al, 2018).…”

“…Sikap memprediksi intensi dalam melakukan pemasaran secara etis (Shahriar Ferdous & Polonsky, 2013) dan melakukan perilaku etis (Buchan, 2005;Voegel & Pearson, 2016). Selanjutnya sikap berdampak pada munculnya intensi untuk melakukan gosip di tempat kerja (Luna & Chou, 2013); melakukan whistleblowing (Owusu et al, 2020); mempromosikan keragaman di tempat kerja (Hiemstra et al, 2017). Selain itu, sikap juga menghasilkan intensi memberi jawaban palsu (Dürr & Klehe, 2018).…”

Cultural Values Of Central Asia Migrants And The Region’s Social Development

“…Integration needs to obtain the right of a migrant to temporarily or permanently reside in the country and obtain citizenship from the host country (Bieda et al, 2017); (Grigoryev et al, 2020). Adaptation and integration interconnected in stages: only a foreign migrant who has successfully adapted to the social, cultural, economic, and legal realities of the host society can gradually integrate into the local community in the course of his life and become its full member (Hiemstra et al, 2017); (Holtug, 2017).…”