Toward Achieving the “Beloved Community” in the Workplace
基于盖洛普民调数据，分析种族/族裔少数员工对工作场所的归属感和参与感如何影响满意度、忠诚度及留任意愿，并探讨组织多样性承诺的调节作用。
In this study, the authors analyze data from a Gallup Organization public opinion poll commemorating the 40th anniversary of the Equal Employment Opportunity Commission to illustrate how businesses might incorporate Dr. Martin Luther King Jr.'s social justice themes of belongingness and connectedness in ways beneficial to desirable organizational outcomes (e.g., employee satisfaction, employee loyalty, employee retention). Results from a racially/ethnically diverse sample of more than 1,200 Americans indicate that, among other outcomes, racial and ethnic minority employees who feel a sense of engagement (i.e., belongingness and connectedness) with their workplaces, and who believe in their organization's commitment to diversity, feel a heightened affective connection at work. Furthermore, negative psychosocial outcomes because of perceived discrimination-based inequity in the workplace were mediated by engagement and trust in organization diversity policies. The authors discuss implications of these findings for future management research and practice.