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Is it Spillover or Compensation? Effects of Community and Organizational Diversity Climates on Race Differentiated Employee Intent to Stay

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  • Barjinder Singh
  • T. Selvarajan

Abstract

Business ethics scholars have long viewed organizational diversity climate as a reflection of organizational ethics. Previous research on organizational diversity climate, for the most part, has neglected to consider the influence of community diversity climate on employment relations. In order to address this gap in the literature, we examined the relationship between organizational and community diversity climates in impacting employees’ intent to stay with their organization. In doing so, we tested two competing hypotheses. First, we tested for the positive spillover of community diversity climate on employees’ intent to stay in their organization. Second, we tested for the compensation hypothesis, whereby community diversity climate moderated the organizational diversity climate-employee intent to stay relationship, with the above relationship being stronger for individuals hailing from communities with poor diversity climates. In addition, we also posited a three-way interaction model of community diversity climate, organizational diversity climate, and employee racial affiliations with the interaction between organizational and community diversity climates on intent to stay being stronger for the minority employees. The results of the study, which are based on a survey of 165 employees working in a Midwestern US organization, supported the compensation hypothesis with the interactive influence of organizational and community diversity climates on employee intent to stay being stronger for minorities, as opposed to White employees. Copyright Springer Science+Business Media B.V. 2013

Suggested Citation

  • Barjinder Singh & T. Selvarajan, 2013. "Is it Spillover or Compensation? Effects of Community and Organizational Diversity Climates on Race Differentiated Employee Intent to Stay," Journal of Business Ethics, Springer, vol. 115(2), pages 259-269, June.
    • Handle: RePEc:kap:jbuset:v:115:y:2013:i:2:p:259-269
    DOI: 10.1007/s10551-012-1392-5
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    Citations

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    Cited by:

    1. Jeong Won Lee, 2023. "Exploring the Work-Life Spillover of Voice Practices: The Role of Voice Instrumentality in Improving the Quality of Employees’ Lives," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 18(4), pages 2011-2033, August.
    2. Jennifer L. Berdahl & Barnini Bhattacharyya, 2024. "Do White Women Gain Status for Engaging in Anti-black Racism at Work? An Experimental Examination of Status Conferral," Journal of Business Ethics, Springer, vol. 193(4), pages 839-858, September.
    3. Thomas Köllen & Andri Koch & Andreas Hack, 2020. "Nationalism at Work: Introducing the “Nationality-Based Organizational Climate Inventory” and Assessing Its Impact on the Turnover Intention of Foreign Employees," Management International Review, Springer, vol. 60(1), pages 97-122, February.
    4. Xiang Wu & Wenwen Yin & Chunlin Wu & Xiaowei Luo, 2017. "The Spillover Effects on Employees’ Life of Construction Enterprises’ Safety Climate," Sustainability, MDPI, vol. 9(11), pages 1-17, November.
    5. Fatima R. KHATEEB, 2021. "Work Life Balance - A Review Of Theories, Definitions And Policies," CrossCultural Management Journal, Fundația Română pentru Inteligența Afacerii, Editorial Department, issue 1, pages 27-55, July.
    6. Fatima R. KHATEEB, 2020. "Review Of Fieldwork Of Major Theories Based On Work Life Balance," CrossCultural Management Journal, Fundația Română pentru Inteligența Afacerii, Editorial Department, issue 2, pages 123-143, December.
    7. Vasconcelos Anselmo Ferreira, 2017. "Organizational Diversity Commitment: A Web-Based Investigation," Management & Marketing, Sciendo, vol. 12(3), pages 474-499, September.
    8. Susanne Thiessen, 2023. "Engaging First Nations People at Work: The Influence of Culture and Context," Administrative Sciences, MDPI, vol. 13(8), pages 1-29, August.

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