A Meta-Analysis Integrating 25 Years of Diversity Climate Research
verifiedrich profile · Journal of Management · 2020
Holmes, Oscar; Jiang, Kaifeng; Avery, Derek R.; McKay, Patrick F.; Oh, In-Sue; Tillman, C. Justice
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
employee engagement → diversity climate
diversity climate → organizational commitment
diversity climate → task performance
diversity climate → withdrawal
diversity climate → unit performance
diversity climate → turnover intention
diversity climate → job satisfaction
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
diversity climate predicts job satisfaction
diversity climate predicts organizational commitment
diversity climate predicts task performance
diversity climate predicts turnover intention
diversity climate predicts unit performance
diversity climate predicts withdrawal
diversity climate predicts work engagement
employee engagement correlates diversity climate
In the authors’ words
The article’s own abstract.
Extant diversity climate research has been based primarily upon the Interactional Model of Cultural Diversity (IMCD). While prior research has supported the beneficial effects of prodiversity climates (i.e., work environments that employees view as fair and socially integrative of all personnel) on worker attitudes and behaviors, less is known about the potential boundary conditions of diversity climate-outcome relationships. To address this concern, we conducted a meta-analysis of diversity climate using 109 independent samples from 94 studies. Meta-analytic results indicate that diversity climate–outcome relationships are moderated by climate measure type, outcome type, demographic diversity, climate strength, and measurement source. These findings show that diversity climate is more strongly related to outcomes when measured as inclusion climate (vs. diversity climate), for attitudinal outcomes compared to performance and withdrawal criteria, when work contexts are more racially and ethnically diverse, when personnel exhibit stronger versus weaker agreement in their diversity climate perceptions, and when diversity climate and outcome data are collected from the same source versus different sources. The theoretical and practical implications of our findings are noted and discussed.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “When employees perceive their organizations as fair and supportive through maintaining a positive diversity climate, they are more committed and satisfied, which results in higher employee retention and improved job performance (Holmes et al., 2021; Rhoades and Eisenberger, 2002).”
supports “Hence, a positive diversity climate in fl uences individual behaviors such as job satisfaction and organizational commitment, and it enhances individual productivity [64].”
supports “Hence, a positive diversity climate in fl uences individual behaviors such as job satisfaction and organizational commitment, and it enhances individual productivity [64].”
supports “When employees perceive their organizations as fair and supportive through maintaining a positive diversity climate, they are more committed and satisfied, which results in higher employee retention and improved job performance (Holmes et al., 2021; Rhoades and Eisenberger, 2002).”
supports “This result aligns with recent trends in diversity management, emphasizing the importance of organizational culture and creating a climate conducive to the e ff ective application of human resource management systems, which plays a crucial role in organizational performance [59,64].”
Ancillary research
Neighbouring works in the citation graph around this article.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.