The Relationship Between Diversity Climate Perceptions and Organizational Citizenship Behavior and Work Engagement

Abstract

Employees’ perceptions concerning their organization’s diversity climate have important implications for both the organization and the individual. Diversity climate research has traditionally focused on exploring the moderators of the relationship between diversity climate perceptions and the attitudinal outcomes of employees; however, research has neglected to examine behavioral outcomes and the potential mediators of the relationship. Therefore, the present study explored the indirect effects of overall organizational justice on the relationship between diversity climate perceptions and organizational citizenship behavior and work engagement. It was hypothesized that diversity climate perceptions would be positively related to organizational citizenship behavior and work engagement. It was also hypothesized that overall organizational justice would act as a mediator between diversity climate perceptions and organizational citizenship behavior and work engagement. Results of a self-report survey from 230 employed individuals showed that diversity climate perceptions were related to work engagement and overall organizational justice. However, no mediation effects were found. The results of the present study suggest that managers promote diversity and inclusion practices within their organizations as positive diversity climate perceptions are likely to be associated with more work engagement among their employees.