Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate<sup>1</sup>

Hofhuis, Joep; Zee, Karen I. van der; Otten, Sabine

doi:10.1111/j.1559-1816.2011.00848.x

Cited by 72 publications

(114 citation statements)

References 44 publications

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“…Empirical studies have shown that the majority's attitude towards diversity is a strong predictor of minority members' sense of acceptance, and that a positive attitude is beneficial for intergroup contact (Hofhuis et al 2012;Tropp and Bianchi 2006;. Also, like any type of organizational change, implementing new diversity policies may cause resistance (Thomas and Plaut 2008).…”

Section: Importance Of Measuring Perceptions Towards Diversitymentioning

confidence: 99%

“…These include two personality measures, Cultural Empathy and Emotional Stability which have been shown to affect employees' functioning in a multicultural context (Van der Zee and Van Oudenhoven 2000). Also, we will examine the relationship of the BTDS with diversity climate; a measure of the degree to which the organizational climate displays openness towards and appreciation of diversity (Hofhuis et al 2012;Luijters et al 2008).…”

Section: Present Researchmentioning

confidence: 99%

“…Also, a strong diversity climate means the presence of diversity among employees is seen as an advantage, and not a nuisance. It has been established that diversity climate enhances job satisfaction of both majority and minority employees and reduces the negative impact of cultural diversity on social cohesion and team effectiveness (Hofhuis et al 2012;Van Knippenberg et al 2004). We therefore predict that diversity climate is positively related to perceived benefits, and negatively related to perceived threats of diversity in the workplace.…”

Section: Studymentioning

confidence: 99%

“…As a third test of construct validity, we examined the relationship between the BTDS subscales and perceived Diversity Climate -an organizational climate characterized by openness towards and appreciation of diversity (Hofhuis et al 2012;Luijters et al 2008). Diversity climate is reflected in the possibility to choose one's own work style and maintain important cultural habits in the workplace, even though these habits may differ from what is perceived as 'normal' (Luijters et al 2008).…”

Section: Studymentioning

confidence: 99%

“…It has become apparent that diversity attitudes and/or perceptions of employees may be a strong predictor of diversity outcomes, such as social identification patterns, team cohesion, employee well-being and performance (Hofhuis et al 2012;McKay et al 2007;Van Knippenberg et al 2013). The perceptions of the majority group in particular may have a strong influence on the effectiveness of diversity policies that are implemented within the organization.…”

Section: Introductionmentioning

confidence: 99%

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Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

2013

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Measuring employee perception on the effects of cultural diversity at work: development of the benefits and threats of diversity scale. Hofhuis, J.; van der Zee, K.I.; Otten, S. Published in:Quality and Quantity DOI:10.1007/s11135-013-9981-7Link to publication Citation for published version (APA):Hofhuis, J., van der Zee, K. I., & Otten, S. (2015). Measuring employee perception on the effects of cultural diversity at work: development of the benefits and threats of diversity scale. Quality and Quantity, 49(1), 177-201. DOI: 10.1007/s11135-013-9981-7 General rightsIt is not permitted to download or to forward/distribute the text or part of it without the consent of the author(s) and/or copyright holder(s), other than for strictly personal, individual use, unless the work is under an open content license (like Creative Commons). Disclaimer/Complaints regulationsIf you believe that digital publication of certain material infringes any of your rights or (privacy) interests, please let the Library know, stating your reasons. In case of a legitimate complaint, the Library will make the material inaccessible and/or remove it from the website. Please Ask the Library: http://uba.uva.nl/en/contact, or a letter to: Library of the University of Amsterdam, Secretariat, Singel 425, 1012 WP Amsterdam, The Netherlands. You will be contacted as soon as possible. Download date: 11 May 2018Qual Quant (2015) Abstract This paper describes the development and validation of the Benefits and Threats of Diversity Scale (BTDS), an instrument which measures how employees perceive the effects of cultural diversity in the workplace. By analyzing employees' perceptions, organizations may be able to communicate more effectively about diversity, and reduce potential diversity resistance by targeting those employees who feel most threatened by the process of diversification. First, a conceptual framework is established regarding possible positive and negative perceptions regarding cultural diversity in the workplace, based on both existing literature and qualitative data gathered in interviews. The final structure of the BTDS includes five subdimensions of benefits, and four subdimensions of threats. The internal structure, reliability and construct validity of the BTDS are established using quantitative data gathered in existing organizations. Our results also show that the respective dimensions of benefits and threats are mostly independent. This implies that individuals who perceive many benefits of diversity do not perceive less threats, or vice versa. This, in turn, suggests that individuals are not either pro or con diversity, as is often assumed in existing literature, but instead may possess a more nuanced view.

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Section: Importance Of Measuring Perceptions Towards Diversitymentioning

confidence: 99%

Section: Present Researchmentioning

confidence: 99%

Section: Studymentioning

confidence: 99%

Section: Studymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

2013

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Conflict Management Styles across Cultures

Zee

Hofhuis

2017

The International Encyclopedia of Intercultural Communication

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Due to globalization, interactions at work increasingly occur in an intercultural context. When members of different cultures meet at work, conflicts are not only more likely to occur, so is the chance that the way conflict partners respond to conflict will lead to incongruences. This entry presents an overview of cultural dimensions which have been identified as influencing negotiation strategies. Moreover, it discusses a number of social and psychological processes that are at play when conflict occurs between members of different cultural groups. The entry ends with some practical implications.

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Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size

Boehm

Dwertmann

Kunze

et al. 2014

Human Resource Management

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The present study extends knowledge of the performance consequences of workgroup diversity climate. Building upon Kopelman, Brief, and Guzzo's (1990) climate model of productivity, we introduce workgroup discrimination as a behavioral mediator that explains the positive effects of diversity climate on workgroup performance. In addition, we investigate group size as a moderator upon which this mediated relationship depends. We test these moderated-mediated propositions using a split-sample design and data from 248 military workgroups comprising 8,707 respondents. Findings from structural equation modeling reveal that diversity climate is consistently positively related to workgroup performance and that this relationship is mediated by discrimination. Results yield a pattern of moderated mediation, in that the indirect relationship between workgroup diversity climate (through perceptions of workgroup discrimination) and group performance was more pronounced in larger than in smaller workgroups. These results illustrate that discrimination and group size represent key factors in determining how a diversity climate is associated with group performance and, thus, have signifi cant implications for research and practice.

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Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate¹

Cited by 72 publications

References 44 publications

Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

Conflict Management Styles across Cultures

Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size

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Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1

Cited by 72 publications

References 44 publications

Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

Conflict Management Styles across Cultures

Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size

Contact Info

Product

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About

Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate¹