驾驭多样性:身份认知与工作场所动态

IF 2.3 Q3 BUSINESS
Fareed ud din Qureshi
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引用次数: 0

摘要

目的 本研究旨在调查异质性认知(特别是与宗教身份和社会经济阶层相关的异质性认知)对工作场所身份披露行为的影响。研究还探讨了披露行为与工作场所排斥感之间的关系。本研究进一步探讨了心理安全氛围和以多元化为重点的人力资源(HR)实践在这些动态变化中的调节作用。设计/方法/途径本确认性研究采用定量方法,分析了异质性认知、身份披露行为、工作场所排斥感、心理安全氛围和以多元化为重点的人力资源政策之间的关系。研究结果表明,主观差异感与身份披露行为呈负相关。此外,身份披露行为与职场排斥感呈正相关。令人惊讶的是,研究发现心理安全氛围调节了异质性感知与身份披露行为之间的关系,当心理安全氛围感知较高时,两者之间呈现正相关。此外,对以多元化为重点的人力资源政策的认知会调节披露行为与职场排斥认知之间的关系,表明当以多元化为重点的人力资源实践被认为更强时,两者之间的关系会减弱。 原创性/价值 本研究通过强调主观异质性认知、身份披露行为和职场排斥的作用,有助于理解职场多元化、包容性和管理。它探讨了心理安全氛围和注重多样性的人力资源实践的调节作用,为多样性管理的理论和实践策略提供了宝贵的见解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Navigating diversity: identity perceptions and workplace dynamics

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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来源期刊
CiteScore
6.20
自引率
10.30%
发文量
46
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