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HOW WE MANAGE TO DIVERSITY: DIVERSITY CLIMATE EFFECT OF JOB SATISFACTION

Year 2023, Volume: 6 Issue: 1, 38 - 55, 31.01.2023

Gamze Güner Kibaroğlu

https://doi.org/10.33723/rs.1211934

Abstract

This study was examined in order to manage diversity by revealing the effect of a diversity climate on job satisfaction. The study was conducted with female participants working as blue-collar workers. In this context, 392 blue-collar female employees were reached. According to the results of the study, diversity climate has a significant effect on job satisfaction in the same direction. To put it more clearly, job satisfaction will increase with the increase in the diversity climate level of blue-collar women. In other words, job satisfaction levels will increase when blue-collar employees are treated more fairly by their companies, have a friendly working environment, and respect the opinions of the company regardless of race, language or religion. According to these results of the study, suggestions were presented to practitioners and academicians. In addition, within the scope of the study, the diversity climate scale was adapted into Turkish. In this implementation study, the cultural compatibility of the scale was analyzed with construct validity and concurrent validity according to scale variance structure and covariance relations. For reliability, internal consistency tests of the questions were made, and the education difference of the scale was calculated. As a result of all analyzes, sufficient evidence has been obtained that the scale is valid and reliable.

Keywords

Diversity Management Diversity Climate Job Satisfaction Scale Adaptation

References

  • Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436.
  • Bassett-Jones, N, Brown, R.B & Cornelius, N (2007). Delivering effective diversity management through effective structures. Systems Research and Behavioral Science, 24(1), 59-67.
  • Basım, N. & Şeşen, H. (2009). Örgütsel adalet algısı-örgütsel vatandaşlık davranışı ilişkisinde iş tatmininin aracılık rolü. 17th. Management and Organization Congress, 21-23 May Eskişehir, 14(2), 806-812.
  • Brislin, R.W., Lonner, W.J. & Thordike, R.M. (1973). Cross-Cultural research methods. John Wiley ve Sons.
  • Chen, F.F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464-504.
  • Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Mahwah, NJ: Erlbaum.
  • Chung, Y., Liao, H., Jackson, S.E., Subramony, M., Colakoglu, S., & Jiang, Y. (2015). Cracking but not Breaking: Joint Effects of Faultline Strength and Diversity Climate on Loyal Behavior. Academy of Management Journal, 58(5), 1495-1515.
  • Cole, B. & Cooper, D. (2015). Minority Employee Satisfaction and Turnover Intentions: The Role of Climate and Identification. Academy of Management Annual Meeting Proceedings, 1(1), 16985-16985.
  • Dijkstra, T.K. & Henseler, J. (2015) Consistent partial least squares path modeling. MIS Quarterly, 39, 297-316.
  • Dormann, C. & Zapf, D. (2001). Job satisfaction: A meta-analysis of stabilities. Journal of Organizational Behavior, 22(5), 483–504.
  • Dwertmann, D. J. G., Nishii, L. H. & van Knippenberg, D. (2016). Disentangling the This article is protected by copyright. All rights reserved. Fairness & Diversity and Synergy Perspectives on Diversity Climate. Journal of Management, 42(5), 1136–1168.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
  • Hackman, R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
  • Hair, J., Black, W., Babin, B., Anderson, R. & Tatham, R. (2006) Multivariate Data Analysis (6th Ed). Pearson Prentice Hall.
  • Hair, J.F., Hult, G.T.M., Ringle, C.M. & Sarstedt, M. (2017). Primer on partial least square structural equations modeling (PLS-SEM) (2nd Ed.). Sage.
  • Hennekam, S., Tahssain-Gay, L. & Syed, J. (2017). Contextualising diversity management in the Middle East and North Africa: a relational perspective, Human Resource Management Journal, 27(3), 459-476.
  • Henseler, J., Ringle, C.M. & Sarstedt, M. (2015), A new criterion for assessing discriminant validity in variance-based structural equation modelling. Journal of the Academy of Marketing Science, 43, 115-135.
  • Herzberg, F. (1966). Work and the nature of man. Cleveland, OH: Word.
  • Hicks-Clarke, D. & Iles, P. (2000). Climate for diversity and its effects on career and organisational attitudes and perceptions. Personnel Review, 29(3), 324–345.
  • King, E.B., Dawson, J.F., Kravitz, D.A. & Gulick, L.M.V (2012). A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations, Journal of Organizational Behavior, 33(1), 5-20.
  • Kollmann, T., Stöckmann, C., Kensbock, J. M. & Peschl, A. (2020). What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction. Human Resource Management, 59(1), 101–115.
  • Locke, E. (1976). The nature and causes of job satisfaction. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology, 1297 –1349. Chicago, IL: Rand McNally
  • Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
  • McClelland, D. C. (1961). The achieving society. Van Nostran.
  • McCrea, A.M.A & Zhu, L. (2019). The environmental determinants of diversity management: Competition, collaboration and clients, Public Administration, 97(4), 942-959.
  • McKay, P. F., Avery, D. R. & Morris, M. A. (2008). Mean racial‐ethnic differences in employee sales performance: The moderating role of diversity climate. Personnel Psychology, 61(2), 349–374.
  • Özdamar, K. (2003). Modern bilimsel araştırma yöntemleri. Kaan Kitapevi.
  • Park, L.S & Martinez, L.R. (2022). Fifty shades of pray: Faith diversity management approaches impact employee satisfaction, support perceptions, and turnover. Journal of Organizational Behavior, 43(6), 1103-1120.
  • Pitts, D. (2009). Diversity Management, Job Satisfaction, and Performance: Evidence from U.S. Federal Agencies. Public Administration Review, 69(2), 328-338.
  • Podsakoff, P. M., MacKenzie, S. B., Paine, J. B. & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theroetical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513–563.
  • Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M. & Blume, B. D. (2009). Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122–141.
  • Reinwald, M., Huettermann, H. & Bruch, H. (2019). Beyond the mean: Understanding firm-level consequences of variability in diversity climate perceptions. Journal of Organizational Behavior, 40(4), 472-491.
  • Ringle, C.M., Wende, S. & Becker, J.M. (2015), SmartPLS 3. www.smartpls.com.
  • Schermelleh-Engel, K., Moosbrugger , H. & Müller, H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23-74.
  • Schneider, B., Ehrhart, M. G. & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64, 361–38.
  • Vroom, V. (1964.) Work and Motivation. Wiley and Sons.
  • Yıldız, E. (2020). SmartPLS ile Yapısal Eşitlik Modellemesi Reflektif ve Formatif Yapılar. Seçkin Yayıncılık.

Çeşitliliği Nasıl Yönetiriz: Çeşitlilik İkliminin İş Tatminine Etkisi.

Year 2023, Volume: 6 Issue: 1, 38 - 55, 31.01.2023

Gamze Güner Kibaroğlu

https://doi.org/10.33723/rs.1211934

Abstract

Bu çalışma çeşitlilik ikliminin iş tatmine etkisini ortaya çıkararak çeşitliliğin yönetilmesi amacıyla incelenmiştir. Çalışma mavi yaka olarak çalışan kadın katılımcılarla yürütülmüştür. Bu kapsamda 392 mavi yaka kadın çalışana ulaşılmıştır. Çalışmanın sonuçlarına göre, çeşitlilik iklimin iş tatmine aynı yönde anlamlı etkisi bulunmaktadır. Daha açık bir ifadeyle, mavi yaka olarak çalışan kadınların çeşitlilik iklim seviyesinin yükselmesi ile iş tatmini yükselecektir. Yani mavi yaka çalışanlar şirketlerinin kendileri daha adil davrandıklarına, dostça bir çalışma ortamı olduğuna, şirketin ırkı, dili, dini ne olursa olsun görüşlerine saygı duyduğunda iş tatmini seviyeleri artacaktır. Çalışmanın bu sonuçlarına göre uygulamacılara ve akademisyenlere öneriler sunulmuştur. Ayrıca çalışma kapsamında çeşitlilik iklimi ölçeğinin Türkçeye uyarlaması yapılmıştır. Yapılan bu uyarlama çalışmasında ölçeğin kültüre uygunluğu ölçek varyans yapısı ve kovaryans ilişkilerine göre yapı geçerliliği ve eş zaman geçerliliği ile analiz edilmiştir. Güvenilirlik için soruların iç tutarlılık testleri yapılmış ayrıca ölçeğin eğitim açısından farksızlığı hesaplanmıştır. Yapılan tüm analizler sonucunda ölçeğin geçerli ve güvenilir olduğuna ilişkin yeterli kanıtlara ulaşılmıştır.

Keywords

İş Tatmini Ölçek Uyarlama Çeşitlilik Yönetimi Çeşitlilik İklimi

References

  • Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436.
  • Bassett-Jones, N, Brown, R.B & Cornelius, N (2007). Delivering effective diversity management through effective structures. Systems Research and Behavioral Science, 24(1), 59-67.
  • Basım, N. & Şeşen, H. (2009). Örgütsel adalet algısı-örgütsel vatandaşlık davranışı ilişkisinde iş tatmininin aracılık rolü. 17th. Management and Organization Congress, 21-23 May Eskişehir, 14(2), 806-812.
  • Brislin, R.W., Lonner, W.J. & Thordike, R.M. (1973). Cross-Cultural research methods. John Wiley ve Sons.
  • Chen, F.F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464-504.
  • Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Mahwah, NJ: Erlbaum.
  • Chung, Y., Liao, H., Jackson, S.E., Subramony, M., Colakoglu, S., & Jiang, Y. (2015). Cracking but not Breaking: Joint Effects of Faultline Strength and Diversity Climate on Loyal Behavior. Academy of Management Journal, 58(5), 1495-1515.
  • Cole, B. & Cooper, D. (2015). Minority Employee Satisfaction and Turnover Intentions: The Role of Climate and Identification. Academy of Management Annual Meeting Proceedings, 1(1), 16985-16985.
  • Dijkstra, T.K. & Henseler, J. (2015) Consistent partial least squares path modeling. MIS Quarterly, 39, 297-316.
  • Dormann, C. & Zapf, D. (2001). Job satisfaction: A meta-analysis of stabilities. Journal of Organizational Behavior, 22(5), 483–504.
  • Dwertmann, D. J. G., Nishii, L. H. & van Knippenberg, D. (2016). Disentangling the This article is protected by copyright. All rights reserved. Fairness & Diversity and Synergy Perspectives on Diversity Climate. Journal of Management, 42(5), 1136–1168.
  • Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
  • Hackman, R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
  • Hair, J., Black, W., Babin, B., Anderson, R. & Tatham, R. (2006) Multivariate Data Analysis (6th Ed). Pearson Prentice Hall.
  • Hair, J.F., Hult, G.T.M., Ringle, C.M. & Sarstedt, M. (2017). Primer on partial least square structural equations modeling (PLS-SEM) (2nd Ed.). Sage.
  • Hennekam, S., Tahssain-Gay, L. & Syed, J. (2017). Contextualising diversity management in the Middle East and North Africa: a relational perspective, Human Resource Management Journal, 27(3), 459-476.
  • Henseler, J., Ringle, C.M. & Sarstedt, M. (2015), A new criterion for assessing discriminant validity in variance-based structural equation modelling. Journal of the Academy of Marketing Science, 43, 115-135.
  • Herzberg, F. (1966). Work and the nature of man. Cleveland, OH: Word.
  • Hicks-Clarke, D. & Iles, P. (2000). Climate for diversity and its effects on career and organisational attitudes and perceptions. Personnel Review, 29(3), 324–345.
  • King, E.B., Dawson, J.F., Kravitz, D.A. & Gulick, L.M.V (2012). A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations, Journal of Organizational Behavior, 33(1), 5-20.
  • Kollmann, T., Stöckmann, C., Kensbock, J. M. & Peschl, A. (2020). What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction. Human Resource Management, 59(1), 101–115.
  • Locke, E. (1976). The nature and causes of job satisfaction. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology, 1297 –1349. Chicago, IL: Rand McNally
  • Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
  • McClelland, D. C. (1961). The achieving society. Van Nostran.
  • McCrea, A.M.A & Zhu, L. (2019). The environmental determinants of diversity management: Competition, collaboration and clients, Public Administration, 97(4), 942-959.
  • McKay, P. F., Avery, D. R. & Morris, M. A. (2008). Mean racial‐ethnic differences in employee sales performance: The moderating role of diversity climate. Personnel Psychology, 61(2), 349–374.
  • Özdamar, K. (2003). Modern bilimsel araştırma yöntemleri. Kaan Kitapevi.
  • Park, L.S & Martinez, L.R. (2022). Fifty shades of pray: Faith diversity management approaches impact employee satisfaction, support perceptions, and turnover. Journal of Organizational Behavior, 43(6), 1103-1120.
  • Pitts, D. (2009). Diversity Management, Job Satisfaction, and Performance: Evidence from U.S. Federal Agencies. Public Administration Review, 69(2), 328-338.
  • Podsakoff, P. M., MacKenzie, S. B., Paine, J. B. & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theroetical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513–563.
  • Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M. & Blume, B. D. (2009). Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122–141.
  • Reinwald, M., Huettermann, H. & Bruch, H. (2019). Beyond the mean: Understanding firm-level consequences of variability in diversity climate perceptions. Journal of Organizational Behavior, 40(4), 472-491.
  • Ringle, C.M., Wende, S. & Becker, J.M. (2015), SmartPLS 3. www.smartpls.com.
  • Schermelleh-Engel, K., Moosbrugger , H. & Müller, H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23-74.
  • Schneider, B., Ehrhart, M. G. & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64, 361–38.
  • Vroom, V. (1964.) Work and Motivation. Wiley and Sons.
  • Yıldız, E. (2020). SmartPLS ile Yapısal Eşitlik Modellemesi Reflektif ve Formatif Yapılar. Seçkin Yayıncılık.
There are 37 citations in total.

Details

Primary Language English
Subjects Behaviour-Personality Assessment in Psychology
Journal Section Articles
Authors

Gamze Güner Kibaroğlu 0000-0001-6187-4607

Publication Date January 31, 2023
Submission Date November 30, 2022
Acceptance Date January 30, 2023
Published in Issue Year 2023 Volume: 6 Issue: 1

Cite

APA Güner Kibaroğlu, G. (2023). HOW WE MANAGE TO DIVERSITY: DIVERSITY CLIMATE EFFECT OF JOB SATISFACTION. R&S - Research Studies Anatolia Journal, 6(1), 38-55. https://doi.org/10.33723/rs.1211934
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