Organizational diversity and inclusion communications and White employees’ allyship communication: Pathways to motivational cultural intelligence and engagement

IF 3.4 3区 管理学 Q2 BUSINESS
Feifei Chen , Duli Shi
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引用次数: 0

Abstract

As organizational diversity and inclusion efforts face increasingly polarized reactions, understanding how majority-group employees respond to organizational diversity and inclusion communications becomes crucial for building effective workplaces. This study develops a framework that examines these employees’ allyship communication through two types: relational allyship communication directly supporting colleagues and structural allyship communication advocating organizational change. Applying primarily signaling theory, we conducted a survey of 551 U.S. White employees to investigate how organizational diversity and inclusion communications influenced these allyship communication types and the subsequent effects on motivational cultural intelligence (CQ) and engagement. Results showed diversity and inclusion communications both positively associated with both allyship communication types. Diversity communication positively influenced motivational CQ both directly and indirectly via relational allyship communication, while inclusion communication only indirectly affected motivational CQ through relational allyship communication. Furthermore, diversity communication showed a negative direct but positive indirect relationship with employee engagement through combined allyship communication, while inclusion communication demonstrated positive direct and indirect relationships through the same mechanism. Findings provide a nuanced understanding of how organizations can engage majority-group employees in diversity and inclusion initiatives through strategic communication.
组织多样性和包容性沟通与白人员工盟友沟通:激励文化智力和参与的途径
由于组织多样性和包容性的努力面临着日益两极分化的反应,了解多数群体员工如何回应组织多样性和包容性沟通对于建立有效的工作场所至关重要。本研究构建了一个框架,通过两种类型:直接支持同事的关系型盟友沟通和倡导组织变革的结构性盟友沟通来考察这些员工的盟友沟通。本文主要运用信号理论,对551名美国白人员工进行了调查,探讨组织多样性和包容性沟通如何影响这些盟友沟通类型,以及随后对激励文化智力和敬业度的影响。结果表明,多样性和包容性沟通与两种盟友沟通类型均呈正相关。多样性沟通通过关系盟友沟通直接和间接正向影响动机文商,而包容性沟通仅通过关系盟友沟通间接影响动机文商。此外,多样性沟通与员工敬业度通过联合盟友沟通表现出负向的直接关系和正向的间接关系,而包容性沟通与员工敬业度通过同一机制表现出正向的直接关系和间接关系。研究结果为组织如何通过战略沟通让多数群体员工参与多元化和包容性倡议提供了细致入微的理解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.00
自引率
19.00%
发文量
90
期刊介绍: The Public Relations Review is the oldest journal devoted to articles that examine public relations in depth, and commentaries by specialists in the field. Most of the articles are based on empirical research undertaken by professionals and academics in the field. In addition to research articles and commentaries, The Review publishes invited research in brief, and book reviews in the fields of public relations, mass communications, organizational communications, public opinion formations, social science research and evaluation, marketing, management and public policy formation.
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