Abstract
ABSTRACTAlthough interpersonal conflicts caused by social categorization processes in diversified workforces impede organizational citizenship behavior (OCB), little empirical research has been conducted on managing employee diversity in public sector organizations. Using panel data from the U.S. federal government, this article examines how bio-demographic (i.e., gender and race) and job-related (i.e., functional background and tenure status) diversity affect OCB at the organizational level and how a transformational leadership (TFL) climate moderates these relationships. The results showed that gender and functional diversity are negatively associated with OCB. When moderated by TFL, relationships were weakened. However, both racial climate and tenure diversity and their interactions with TFL climate yielded mixed results. Overall, this article provides evidence for the significant role of TFL climate in encouraging diverse employees to perform beyond their job roles.
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