The effects of organizational diversity perception on affective commitment

Kim, Sangsuk; Lee, Geunjoo

doi:10.1080/23276665.2021.2011341

Cited by 5 publications

(4 citation statements)

References 85 publications

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“…Workforce diversity could be an advantage for an organization, leading to creativity, innovation, or enhanced problem-solving capabilities (Maqsoom et al, 2023) on the one hand, and a disadvantage, causing conflict, discrimination, or stereotyping (Maqsoom et al, 2020), on the other hand. To minimize the conflicts and maximize the potential of workforce diversity, conflict management is an imperative in any diverse workplace (Kim & Lee, 2022). Innovation At the economic level, the concept of innovation implies the complex use of thought processes and ideas to create a set of superior products, services, processes, and technologies.…”

Section: Workforce Diversitymentioning

confidence: 99%

A Bibliometric Analysis of the Relationship Between Workforce Diversity and Innovation

TĂRĂBAN,

BONCILICĂ,

TILIBAȘA

et al. 2024

Proceedings of the International Management Conference

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The relationship between workforce diversity and innovation has recently come to the attention of researchers, numerous studies focusing on the causal relationship between the two terms, but none of them having investigated the specialized literature pertaining to this relationship from a bibliometric perspective. The aim of this paper is to use a bibliometric analysis in order to highlight the way the link between these two concepts evolves within the scientific field. In this sense, 366 Web of Science indexed publications on this topic were selected and analyzed with the help of two popular software - Biblioshiny and VOSviewer. The results highlighted the evolution of academic production on the link between workforce diversity and innovation, their territorial dissemination based on the most productive countries, the collaboration among three of the most influential channels (affiliations, authors, and sources), and the conceptual structure of the scientific production based on keyword co-occurrence analysis, as well as a longitudinal thematic analysis. This study can contribute to the literature through a map of the relationship between workforce diversity and innovation. Its conclusions have led to the idea that employee diversity (in terms of education, ethnicity, race, gender, equity, age) can create all the necessary premises (human capital, knowledge, productivity, cultural diversity, motivation, leadership) for an organization to be innovative and to achieve performance, thus leading to a competitive advantage.

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Section: Workforce Diversitymentioning

confidence: 99%

A Bibliometric Analysis of the Relationship Between Workforce Diversity and Innovation

TĂRĂBAN,

BONCILICĂ,

TILIBAȘA

et al. 2024

Proceedings of the International Management Conference

View full text Add to dashboard Cite

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“…Diversity of group membership has recently been analyzed as divisible into four categories with different effects [26]. (1) Social diversity decreases conflict and increases affective commitment, (2) informational diversity has no statistically significant impact on conflict and affective commitment; in contrast, (3) value diversity increases conflict and decreases affective commitment, and (4) with increased conflict a mediating effect is found in the relationship between value diversity and affective commitment.…”

Section: Diversity Of Group Membershipmentioning

confidence: 99%

Increasing Evidence of Impaired Team Mindfulness in Online Academic Meetings Intended to Reduce Burnout

Nash¹

2022

Preprint

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Burnout, a negative job-related psychological state particularly associated with the health profes-sions, equates to a loss of valuable research in healthcare researchers. Team mindfulness, recog-nized to enhance personal fulfilment through work engagement, represents one important aspect found effective in reducing burnout. In a specific series of diverse membership academic meetings intended to reduce research burnout—employing writing prompts, doodling and continuous de-velopmental feedback to do so—team mindfulness was demonstrated when conducted in person. Therefore, determining if team mindfulness is evident when holding such academic meetings online is relevant. When COVID-19 limitations required moving these academic meetings online, it was previously noted and reported that team mindfulness was affected in no longer being pre-sent during the first eighteen months of restrictions. To discover if this result persisted, question asking, doodles submitted and feedback responses were analyzed of the following year’s aca-demic meetings for the same group, both quantitively and qualitatively. In finding the team mindfulness of these meetings additionally compromised the second full year, online practices actually found successful at creating and supporting team mindfulness—online games—are iden-tified and considered. Concluding implications are noted and recommendations made regarding team mindfulness in reducing burnout for future online academic meetings.

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“…These dissimilarity perceptions can lead to various consequences, including interpersonal conflicts, reduced trust and collaboration, and diminished employee creativity and engagement (Kim and Lee, 2023;Van Assche et al, 2023;Choi and Rainey, 2010;Liu et al, 2022;Zhou et al, 2020;Schaffer, 2019). One important outcome is workplace ostracism, which, despite being perceived as less harmful, has serious implications for employees and organizations (O'Reilly et al, 2014;Sharma and Dhar, 2022;Ferris et al, 2008;Howard et al, 2020;De Clercq et al, 2019;Bedi, 2021;Zhao et al, 2020;Gkorezis et al, 2016;Sarwar et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Navigating diversity: identity perceptions and workplace dynamics

Qureshi

2024

JABS

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Purpose This study aims to investigate the impact of dissimilarity perceptions, specifically related to religious identity and socioeconomic class, on identity disclosure behavior within the workplace. It also explores the relationship between disclosure behavior and perceptions of workplace ostracism. The study further examines the moderating roles of psychological safety climate and diversity-focused human resource (HR) practices in these dynamics. Design/methodology/approach Using quantitative methods, this confirmatory study analyzes the relationships between dissimilarity perceptions, identity disclosure behavior, workplace ostracism perceptions, psychological safety climate and diversity-focused HR policies. Hypotheses are tested to understand the effects of these variables in the workplace context. Findings The findings reveal that subjective dissimilarity perceptions are negatively associated with identity disclosure behavior. In addition, disclosure behavior is positively linked to perceptions of workplace ostracism. Surprisingly, the study finds that the psychological safety climate moderates the relationship between dissimilarity perceptions and identity disclosure behavior, showing a positive relationship when psychological safety climate perceptions are high. Furthermore, perceptions of diversity-focused HR policies moderate the relationship between disclosure behavior and perceptions of workplace ostracism, indicating a weakened relationship when diversity-focused HR practices are perceived as stronger. Originality/value This study contributes to the understanding of workplace diversity, inclusion and management by emphasizing the role of subjective dissimilarity perceptions, identity disclosure behavior and workplace ostracism. It explores the moderating influence of psychological safety climate and diversity-focused HR practices, offering valuable insights for both theory and practical strategies in the context of diversity management.

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The effects of organizational diversity perception on affective commitment

Cited by 5 publications

References 85 publications

A Bibliometric Analysis of the Relationship Between Workforce Diversity and Innovation

A Bibliometric Analysis of the Relationship Between Workforce Diversity and Innovation

Increasing Evidence of Impaired Team Mindfulness in Online Academic Meetings Intended to Reduce Burnout

Navigating diversity: identity perceptions and workplace dynamics

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