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Psychological predictors of cultural diversity support at work

Annemarie MF Hiemstra, Eva Derous UGent and Marise Ph Born (2017) CULTURAL DIVERSITY & ETHNIC MINORITY PSYCHOLOGY . 23(3). p.312-322
abstract
Objectives: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees and managers’ intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen’s theory of planned behavior. Methods: Predictors of intentions to promote cultural diversity at work (N = 670) and actual behavior after six months were assessed among managers and employees using self-reports in a two-wave survey design. Participant’s average age at Time 1 was 38.26 years (SD = 11.86), 56% was female, and there were 78.1% Dutch ethnic majority and 21.9% ethnic minority participants. Results: Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals’ intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers’ reported PBC and behavior were higher compared to employees. Conclusions: This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
keyword
PERCEIVED BEHAVIORAL-CONTROL, AFFIRMATIVE-ACTION PROGRAMS, PLANNED BEHAVIOR, FUTURE-RESEARCH, MANAGEMENT PROGRAMS, SELF-EFFICACY, ORGANIZATIONS, EMPLOYMENT, ATTITUDES, MULTICULTURALISM
journal title
CULTURAL DIVERSITY & ETHNIC MINORITY PSYCHOLOGY
CDEMP
volume
23
issue
3
pages
312 - 322
Web of Science type
Article
Web of Science id
000404471500002
ISSN
1099-9809
DOI
10.1037/cdp0000141
language
English
UGent publication?
yes
classification
A1
copyright statement
I don't know the status of the copyright for this publication
id
8500730
handle
http://hdl.handle.net/1854/LU-8500730
date created
2017-01-09 10:46:48
date last changed
2018-02-06 13:01:50
@article{8500730,
  abstract     = {Objectives: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees and managers{\textquoteright} intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen{\textquoteright}s theory of planned behavior. 
Methods: Predictors of intentions to promote cultural diversity at work (N = 670) and actual behavior after six months were assessed among managers and employees using self-reports in a two-wave survey design. Participant{\textquoteright}s average age at Time 1 was 38.26 years (SD = 11.86), 56\% was female, and there were 78.1\% Dutch ethnic majority and 21.9\% ethnic minority participants.
Results: Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals{\textquoteright} intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers{\textquoteright} reported PBC and behavior were higher compared to employees. 
Conclusions: This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work. 
},
  author       = {Hiemstra, Annemarie MF and Derous, Eva and Born, Marise Ph},
  issn         = {1099-9809},
  journal      = {CULTURAL DIVERSITY \& ETHNIC MINORITY PSYCHOLOGY },
  keyword      = {PERCEIVED BEHAVIORAL-CONTROL,AFFIRMATIVE-ACTION PROGRAMS,PLANNED BEHAVIOR,FUTURE-RESEARCH,MANAGEMENT PROGRAMS,SELF-EFFICACY,ORGANIZATIONS,EMPLOYMENT,ATTITUDES,MULTICULTURALISM},
  language     = {eng},
  number       = {3},
  pages        = {312--322},
  title        = {Psychological predictors of cultural diversity support at work},
  url          = {http://dx.doi.org/10.1037/cdp0000141},
  volume       = {23},
  year         = {2017},
}

Chicago
Hiemstra, Annemarie MF, Eva Derous, and Marise Ph Born. 2017. “Psychological Predictors of Cultural Diversity Support at Work.” Cultural Diversity & Ethnic Minority Psychology 23 (3): 312–322.
APA
Hiemstra, A. M., Derous, E., & Born, M. P. (2017). Psychological predictors of cultural diversity support at work. CULTURAL DIVERSITY & ETHNIC MINORITY PSYCHOLOGY , 23(3), 312–322.
Vancouver
1.
Hiemstra AM, Derous E, Born MP. Psychological predictors of cultural diversity support at work. CULTURAL DIVERSITY & ETHNIC MINORITY PSYCHOLOGY . 2017;23(3):312–22.
MLA
Hiemstra, Annemarie MF, Eva Derous, and Marise Ph Born. “Psychological Predictors of Cultural Diversity Support at Work.” CULTURAL DIVERSITY & ETHNIC MINORITY PSYCHOLOGY 23.3 (2017): 312–322. Print.