Organizational and Personal Dimensions in Diversity Climate: Ethnic and Gender Differences in Employee Perceptions
This article reports results from an organizational evaluation examining gender and racial/ethnic differences in the diversity perceptions of 2,686 employees of an electronics company located in a multicultural community. Based on social identity and intergroup theories, the authors explore employee...
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| Veröffentlicht in: | The Journal of applied behavioral science 1998-03, Vol.34 (1), p.82-104 |
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| container_title | The Journal of applied behavioral science |
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| creator | Mor Barak, MichAl E. Cherin, David A. Berkman, Sherry |
| description | This article reports results from an organizational evaluation examining gender and racial/ethnic differences in the diversity perceptions of 2,686 employees of an electronics company located in a multicultural community. Based on social identity and intergroup theories, the authors explore employees' views of the organizational dimension as well as the personal dimension. A factor analysis of the 16-item diversity perceptions scale uncovered four factors along the two hypothesized dimensions: Fairness and Inclusion factors comprising the organizational dimension and Diversity Value and Personal Comfort factors comprising the personal dimension. The analysis revealed that Caucasian men perceived the organization as more fair and inclusive than did Caucasian women or racial/ethnic minority men and women; Caucasian women and racial/ethnic minority men and women saw more value in, and felt more comfortable with, diversity than did Caucasian men. The article discusses implications for practice and future research. |
| doi_str_mv | 10.1177/0021886398341006 |
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Based on social identity and intergroup theories, the authors explore employees' views of the organizational dimension as well as the personal dimension. A factor analysis of the 16-item diversity perceptions scale uncovered four factors along the two hypothesized dimensions: Fairness and Inclusion factors comprising the organizational dimension and Diversity Value and Personal Comfort factors comprising the personal dimension. The analysis revealed that Caucasian men perceived the organization as more fair and inclusive than did Caucasian women or racial/ethnic minority men and women; Caucasian women and racial/ethnic minority men and women saw more value in, and felt more comfortable with, diversity than did Caucasian men. 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Differences</subject><subject>Sexes</subject><subject>Social identity</subject><subject>Social Perception</subject><subject>Studies</subject><subject>Western States</subject><subject>White people</subject><subject>Whites</subject><subject>Women</subject><subject>Work Attitudes</subject><subject>Worker 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| subjects | Affirmative action Attitudes Behaviorism Climate Corporate culture Cultural differences Cultural Pluralism Demography Discriminant analysis Diversity Employees Employment Ethnicity Gender Gender differences Group dynamics High Technology Industries Hypotheses Metropolitan Areas Minority & ethnic groups Multiculturalism & pluralism Organization Organizational Culture Perceptions Psychology Race Racial Differences Sex Differences Sexes Social identity Social Perception Studies Western States White people Whites Women Work Attitudes Worker Attitudes |
| title | Organizational and Personal Dimensions in Diversity Climate: Ethnic and Gender Differences in Employee Perceptions |
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