The relationship between diversity training, organizational commitment, and career satisfaction

Abstract

Purpose-The purpose of this paper is to investigate the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS). Design/methodology/approach-The analyses in this paper utilize survey data collected between 2006 and 2007 from over 11,000 managers, professionals, and executives working in nine large organizations in corporate Canada. The survey included questions about employees' perceptions of their work experiences and outcomes and their organizations' diversity practices. Comparisons of means as well as multivariate regression analyses were undertaken. Findings-The paper shows that employees who perceived DT to be effective were significantly more committed to their organizations and more satisfied with their careers than employees who perceived DT to be ineffective or non-existent. Research limitations/implications-The paper examines the linkages between DT, OS, and CS based on survey responses from managers, professionals, and executives. Findings may therefore not be applicable to entry level employees. Practical implications-DT, and in particular when viewed by employees to be effective, increases employees' OC and CS, which are associated with loyalty, lower turnover and higher employee engagement. Originality/value-The paper found that employees' OC and CS are highest when they perceived DT to be effective. Factors associated with OC and CS are explored based on employees' perceptions of the availability and effectiveness of DT.

The Reality of Applying Human Resources Diversity Management and Its Impact on Workers’ (Performance, Cooperation, Commitment and Loyalty): A Field Study on the Jordanian Food Industry Companies

“…These results didn't coincide with the results of (El-Masarwah 2011) Yap et al, (2010), Reynolds et al (Ashikali & Groeneveld 2014).…”

A Review of Organizational and Individual Career Management: A Dual Perspective

“…Employees' career satisfaction occurs when the organization provides them with the expected programs (Chiaburu, Diaz & De Vos, 2013). Yap, Holmes, Hannan and Cukier (2010) contend that employees were more satisfied with their careers when they perceived effective diversity training. Furthermore, OCM practices can improve employees' organizational commitment levels (Bambacas, 2010).…”

An Analysis on Academicians Job Satisfaction in the Perspective of HRD Practices

“…A research from Taormina (1999) also revealed that training was a crucial predictor of job satisfaction. Another previous study from Yap et al (2010) also found that the employee that recognized diversity training to be effective has higher job satisfaction. Therefore, proper training should be given to academic staffs from time-to-time, to upgrade and update their skills so as to enhance their capabilities and abilities.…”

“…There was a study of Yap and Holmes (2010) which investigated the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS). The paper also examined the linkages between diversity training, organizational commitment, and career satisfaction based on survey responses from managers, professionals, and executives.…”