Inching Toward Inclusiveness: Diversity Climate, Interpersonal Conflict and Well-Being in Women Nurses

Sliter, Michael T.; Boyd, Elizabeth M.; Sinclair, Robert R.; Cheung, Janelle H.; McFadden, Anna C.

doi:10.1007/s11199-013-0337-5

Cited by 39 publications

(59 citation statements)

References 49 publications

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“…Fourth, the measure used to assess interpersonal conflicts suffers from limitations. Several recent studies (such as Sliter et al, 2014) have used modified versions of the scale, and asked respondents about different sources of work conflict. Fifth, turnover intentions have been operationalized with single-item measures that may be unreliable (Voydanoff et al, 1988; Rice et al, 1992).…”

Section: Discussionmentioning

confidence: 99%

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Dåderman

Basińska

2016

Front. Psychol.

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Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women.Rationale/Aims: This study uses Hobfoll’s conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations.Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children.Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations.Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

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Section: Discussionmentioning

confidence: 99%

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Dåderman

Basińska

2016

Front. Psychol.

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“…In this way, a diversity climate reduces the salience of differences or biases among groups (Chrobot‐Mason, Ruderman, Weber, & Ernst, ) and promotes decategorizing processes, in which employees recategorize out‐group members into a more inclusive in‐group (Drach‐Zahavy & Trogan, ). As a result, people become more supportive and accepting of others from different groups and put more effort into understanding them, thereby creating a climate that potentially alleviates conflicts among diverse group members (Cortina, ; McKay et al, ; Sliter, Boyd, Sinclair, Cheung, & McFadden, ).…”

Section: Main Study: Quantitative Approachmentioning

confidence: 99%

“…Participatory HRM practices are negatively related to relational conflict among employees. (Cortina, 2008;McKay et al, 2009;Sliter, Boyd, Sinclair, Cheung, & McFadden, 2014).…”

Section: Participatory Hrm Practicesmentioning

confidence: 99%

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices, diversity climate, and perceived social impact

Lee

Zhang

Dallas

et al. 2018

Business Ethics: A Eur Rev

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Social enterprises are hybrid organizations that primarily pursue social missions while also seeking economic gains. Drawing on workplace diversity and conflict theories, this article addresses recent calls for further research to explore how employees within social enterprises experience internal conflicts arising from the organizational pursuit of dual, competing missions (i.e., social and economic), and how social enterprises manage, and potentially overcome, these challenges. In the context of Korean social enterprise, we conducted a quantitative study that built on an initial explorative qualitative study. Our research examined whether perceived participatory human resource management practices and diversity climate increase employees’ affective commitment by reducing their relational conflict. We further explored a boundary condition, perceived social impact, which strengthened this mediation relationship. Our results offer significant insights into social enterprise, business ethics, and broader management literature. Implications for future research and practice are also discussed.

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“…Hypothesis 4 fromRabl and Triana (2014) was partially supported. Hypothesis 3 fromSliter et al (2014) gained partial support. DC = diversity climate or climate for diversity.These include outcomes and mediators of a diversity climate-outcome relationship.…”

mentioning

confidence: 97%

Disentangling the Fairness & Discrimination and Synergy Perspectives on Diversity Climate

Dwertmann

Nishii

Knippenberg

2016

Journal of Management

199

283

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We provide a theory-driven review of empirical research in diversity climate to identify a number of problems with the current state of the science as well as a research agenda to move the field forward. The core issues we identify include (a) the fact that diversity climate is typically treated as unidimensional, whereas diversity research would suggest that there are two major perspectives that could be reflected in diversity climate-efforts to ensure equal employment opportunity and the absence of discrimination versus efforts to create synergy from diversity; (b) a tendency to let the level of analysis (individual psychological climate or shared team or organizational climate) be dictated by convenience rather than by careful theoretical consideration, thus sidestepping key issues for research concerning the causes and consequences of the sharedness, or lack thereof, of diversity climate perceptions; and (c) the tendency to include diversity attitudes and other nonclimate elements in climate measures even though they are different from climate both conceptually and in their antecedents and consequences. The research agenda we advance suggests a need both for different operationalizations and for new research questions in diversity climate, diversity, and relational demography research.

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Inching Toward Inclusiveness: Diversity Climate, Interpersonal Conflict and Well-Being in Women Nurses

Cited by 39 publications

References 49 publications

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices, diversity climate, and perceived social impact

Disentangling the Fairness & Discrimination and Synergy Perspectives on Diversity Climate

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