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Organisational Climate, Diversity Climate and Job Dissatisfaction: A Multi-Group Analysis of High and Low Cynicism

Author

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  • Silvia Platania

    (Psychology Section, Department of Educational Sciences, University of Catania, 95124 Catania, Italy)

  • Martina Morando

    (Psychology Section, Department of Educational Sciences, University of Catania, 95124 Catania, Italy)

  • Giuseppe Santisi

    (Psychology Section, Department of Educational Sciences, University of Catania, 95124 Catania, Italy)

Abstract

Existing literature reported a shared awareness about the effects of the organisational climate (OC). The promotion of a positive OC, and a supportive and fair diversity climate, affected the workforce’s behaviour, especially performance and satisfaction. Scholars stated that the way employees respond to dissatisfaction could be explained through the EVLN (Exit, Voice, Loyalty, Neglect) model. Two main aims were examined in our study: investigating the role of diversity climate in the mediation between the OC and all the dissatisfaction outcomes; and analysing the moderating effect that cynicism could have in this assumed model. Seven-hundred and twenty-one participants were enrolled to participate in this study. A structural equation model and multigroup analyses were used to test the hypotheses. Results showed that the diversity climate mediated the effect of OC on outcomes variables, both in negative and positive terms. Consistent with the literature, fairness and inclusion emerged as central in the impact that organisational policies could have on employees’ Loyalty and desire of Exit and Neglect. Moderation results indicated that high cynicism facilitated employees’ perception of exclusion and fairness towards their organisation, while low levels promoted Loyalty. Thus, the OC aimed at implementing a tolerance and sustainability culture is a core predictor variable.

Suggested Citation

  • Silvia Platania & Martina Morando & Giuseppe Santisi, 2022. "Organisational Climate, Diversity Climate and Job Dissatisfaction: A Multi-Group Analysis of High and Low Cynicism," Sustainability, MDPI, vol. 14(8), pages 1-19, April.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:8:p:4458-:d:790023
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    References listed on IDEAS

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    1. Brooklyn Cole & Manjula Salimath, 2013. "Diversity Identity Management: An Organizational Perspective," Journal of Business Ethics, Springer, vol. 116(1), pages 151-161, August.
    2. Claudio Aqueveque & Catherine Encina, 2010. "Corporate Behavior, Social Cynicism, and Their Effect on Individuals’ Perceptions of the Company," Journal of Business Ethics, Springer, vol. 91(2), pages 311-324, February.
    3. Mohammed A. Al Doghan & Muhammad Awais Bhatti & Ariff Syah Juhari, 2019. "Do Psychological Diversity Climate, HRM Practices, and Personality Traits (Big Five) Influence Multicultural Workforce Job Satisfaction and Performance? Current Scenario, Literature Gap, and Future Re," SAGE Open, , vol. 9(2), pages 21582440198, May.
    4. Naresh K. Malhotra & Sung S. Kim & Ashutosh Patil, 2006. "Common Method Variance in IS Research: A Comparison of Alternative Approaches and a Reanalysis of Past Research," Management Science, INFORMS, vol. 52(12), pages 1865-1883, December.
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