The effect of dialogic competencies in internal communication and D&I-oriented leadership on relational outcomes with minority employees: focusing on the perspectives of Asian employees

Abstract

ABSTRACT This study focused on the experiences and perceptions of Asian employees and attempted to provide insights into effective internal communication and leadership styles related to organizational diversity and inclusion (D&I) efforts. More specifically, this study examined how the dialogic competencies of internal communication (i.e. mutuality, openness) and a D&I-oriented leadership style influence the formation of a D&I-supportive climate in the workplace and consequently strengthen the quality organization-Asian employee relationship. The study also considered the perceived authenticity and experiences of COVID-19 anti-Asian racism as key factors. Online survey results showed that dialogic competencies play a decisive role in influencing the workplace climate and, in turn, reinforcing trust, satisfaction, commitment, and control mutuality among Asian employees in their organizations. Perceived authenticity, influenced by mutuality and openness, directly or indirectly influences relational outcomes through the workplace climate. Asian employees who had experienced relatively severe COVID-19 anti-Asian racism placed more importance on the role of dialogic competencies in D&I internal communication. D&I-oriented leadership had a limited and conditional effect on fostering a workplace climate that supported D&I but not on perceived authenticity. Theoretical and practical implications were discussed.