Otaye-Ebede, LE (2016) Antecedents and Outcomes of Managing Diversity in a UK Context: Test of a Mediation Model. International Journal of Human Resource Management. pp. 1-23. ISSN 1466-4399

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Abstract

Extant research on diversity management has primarily examined the main effects of diversity management practices on outcomes from an organizational perspective. Meta-analysis in this field corroborates the conclusion that this approach is unable to account for the outcomes of diversity management effectively. The current study extends the literature by examining organizational antecedents of diversity management practices (DMP). This study also examines the mediating influences of perception of overall justice (POJ) and social exchange with organization (SEWO) on the relationships between DMP and work outcomes of career satisfaction and turnover intention. Results of data obtained from a cross section of 191 minority employees in UK revealed: (i) the reasons why organisations adopted and implemented DMP influenced employees’ outcomes of turnover intention and career satisfaction; (ii) the relationship between diversity management and social exchange with organization is mediated by perception of overall justice; (iii) social exchange with organization relates to increased career satisfaction; and (iv) DMP related positively to career satisfaction through perception of overall justice and SEWO.

Item Type:	Article
Additional Information:	This is an Accepted Manuscript of an article published by Taylor & Francis in International Journal of Human Resource Management on 21st November 2016 available online: http://dx.doi.org/10.1080/09585192.2016.1253031
Uncontrolled Keywords:	1503 Business And Management, 1505 Marketing
Subjects:	H Social Sciences > HF Commerce > HF5001 Business
Divisions:	Liverpool Business School
Publisher:	Taylor & Francis
Date Deposited:	10 Jun 2016 10:11
Last Modified:	04 Sep 2021 12:49
DOI or ID number:	10.1080/09585192.2016.1253031
URI:	https://researchonline.ljmu.ac.uk/id/eprint/3743

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