Climate for diversity and its effects on career and organisational attitudes and perceptions

Climate for diversity and its effects on career and organisational attitudes and perceptions The article presents a discussion of issues of human resource diversity and diversity climates in organisations and develops a conceptual model of a “positive climate for diversity” (PCFD). This refers to the degree to which there is an organisational climate in which human resource diversity is valued and in which employees’ from diverse backgrounds feel welcomed and included. It presents a model of the indicators of a positive climate for diversity and the outcomes for organisations and individuals of such a climate, especially individual career and organisational attitudes and perceptions. It also presents variables which have a moderating effect in the model. The results of research from both private and public sector organisations, with emphasis on service, indicate that climates for diversity do impact significantly on a range of career and organisational attitudes and perceptions. The research and managerial implications are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Review Emerald Publishing

Climate for diversity and its effects on career and organisational attitudes and perceptions

Personnel Review, Volume 29 (3): 22 – Jun 1, 2000

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Publisher
Emerald Publishing
Copyright
Copyright © 2000 MCB UP Ltd. All rights reserved.
ISSN
0048-3486
D.O.I.
10.1108/00483480010324689
Publisher site
See Article on Publisher Site

Abstract

The article presents a discussion of issues of human resource diversity and diversity climates in organisations and develops a conceptual model of a “positive climate for diversity” (PCFD). This refers to the degree to which there is an organisational climate in which human resource diversity is valued and in which employees’ from diverse backgrounds feel welcomed and included. It presents a model of the indicators of a positive climate for diversity and the outcomes for organisations and individuals of such a climate, especially individual career and organisational attitudes and perceptions. It also presents variables which have a moderating effect in the model. The results of research from both private and public sector organisations, with emphasis on service, indicate that climates for diversity do impact significantly on a range of career and organisational attitudes and perceptions. The research and managerial implications are discussed.

Journal

Personnel ReviewEmerald Publishing

Published: Jun 1, 2000

Keywords: Corporate culture; Equal opportunities; Employee relations; Career development

References

  • Assessing diversity climate: a field study of reactions to employer efforts to promote diversity
    Kossek, E.E; Zonia, S
  • Think managers: think male. A global phenomenon
    Schein, V.E; Mueller, R.; Lintucky, T.; Liu, J.
  • Actual and preferred climates of achievement orientation and their congruency: an investigation of their relationships to work attitudes and performance in two occupational strata
    Tziner, A; Falbe, C.M
  • Desperately seeking differences: is management style gendered?
    Wajcman, J.

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