MANAGING DIVERSITY: HOW ORGANIZATIONAL EFFORTS TO SUPPORT DIVERSITY MODERATE THE EFFECTS OF PERCEIVED RACIAL DISCRIMINATION ON AFFECTIVE COMMITMENT
研究了员工感知到的职场种族歧视对情感承诺的负面影响，以及组织支持多样性的努力能否缓解这种影响，发现效果因种族群体而异。
Using the interactional model of cultural diversity, we examined whether the negative effects of perceived racial discrimination on affective commitment can be mitigated by perceived organizational efforts to support diversity. Across 3 studies, we found that perceptions of workplace racial discrimination are negatively related to affective commitment. In 2 out of 3 studies, this negative relationship was attenuated as employees perceived more organizational efforts to support diversity. Studies 1 (mostly Whites) and 2 (mostly Hispanics) showed that organizational efforts to support diversity attenuate the negative effects of perceived racial discrimination on affective commitment. However, in Study 3 (African Americans), results showed that when organizational efforts to support diversity are high, the negative relationship between perceived racial discrimination and affective commitment became stronger. Studies 2 and 3 also extended these results by showing that the interaction of perceived racial discrimination and organizational efforts to support diversity indirectly influences turnover intent.