2015
DOI: 10.1007/s10551-015-2795-x
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Addressing Internal Stakeholders’ Concerns: The Interactive Effect of Perceived Pay Equity and Diversity Climate on Turnover Intentions

Abstract: Stakeholder theory has received greater scholarly and practitioner attention as organizations consider the interests of various groups affected by corporate operations, including employees. This study investigates two dimensions of psychological climate, specifically perceived pay equity and diversity climate, for one such stakeholder group: racioethnic minority professionals. We examined the main effect of U.S. professionals' of color pay equity perceptions, and the influence of perceived internal and externa… Show more

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Cited by 43 publications
(25 citation statements)
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References 67 publications
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“…They suggest more subtle interventions as the best way to combat implicit biases, with a proactive focus on goal attainment rather than focusing on prejudices and racial differences (Amodio & Swencionis, 2018; Tomlin & Bradley‐Geist, 2016). However, it is likely that if executives focus on creating an organizational climate that values diversity, equity, and inclusion, then they will recruit, hire, train, and compensate in a way that will lead to less implicit and explicit bias, more equitable and transparent policies, and more favorable organizational outcomes (Buttner & Lowe, 2017; Chrobot‐Mason & Aramovich, 2013; McKay et al., 2009).…”
Section: Discussionmentioning
confidence: 99%
“…They suggest more subtle interventions as the best way to combat implicit biases, with a proactive focus on goal attainment rather than focusing on prejudices and racial differences (Amodio & Swencionis, 2018; Tomlin & Bradley‐Geist, 2016). However, it is likely that if executives focus on creating an organizational climate that values diversity, equity, and inclusion, then they will recruit, hire, train, and compensate in a way that will lead to less implicit and explicit bias, more equitable and transparent policies, and more favorable organizational outcomes (Buttner & Lowe, 2017; Chrobot‐Mason & Aramovich, 2013; McKay et al., 2009).…”
Section: Discussionmentioning
confidence: 99%
“…Tajfel and Turner (1979), reveal the fact in their experiments called minimal group paradigm, that even artificial groups, which do not normally exist, are sufficient for people to favor their own groups and see them superior to others. (McKay et al 2007(McKay et al , 2009Price et al 2005Price et al , 2009Hofhuis et al 2012Hofhuis et al , 2016Buttner et al 2009;Avery et al 2013;Dwertmann et al 2016;Brimhall et al 2014;Randel et al 2016;Madera et al2016;Cole et al2016;Buttner and Lowe 2017;Paolillo et al 2017).…”
Section: The Dominant Theoretical Lenses Underlying Of Diversity Climatementioning
confidence: 99%
“…According to the equity theory, employees desire an environment in which all employees are treated equally in the work environment and this desire has an impact on the employees' motivation. It is known that perceived wage inequality significantly affects variables such as job satisfaction, emotional organizational commitment, absenteeism and intention to quit (Goby et al 2015;Buttner and Lowe, 2017). Adams' Equity Theory is accepted as the basis of distributive justice.…”
Section: The Dominant Theoretical Lenses Underlying Of Diversity Climatementioning
confidence: 99%
“…Diversity climate refers to the perception employees have of their organization's commitment to recruiting and celebrating people with different backgrounds Chung and Jackson (2015) Academy of Management Journal Shared perceptions among employees in a unit that people are treated fairly and are integrated into work environment regardless of background Buttner and Lowe (2015) Journal of Business Ethics Employee behaviors and attitudes that are grounded in perceptions of the organizational context related to women and minorities Jansen et al (2016) Group Processes and Intergroup Relations…”
Section: Referencementioning
confidence: 99%