Villotti Patrizia, Stinglhamber Florence, Desmette Donatienne
Département d'éducation et pédagogie, Université du Québec à Montréal, Montréal, CA.
Centre de recherche de l'Institut Universitaire en Santé Mentale de Montréal, Montréal, CA.
Psychol Belg. 2019 Jul 16;59(1):246-268. doi: 10.5334/pb.472.
This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identification of workers with both the organization and their ethnic group simultaneously (i.e., dual identity). We hypothesized that the indirect effects of multiculturalism on work outcomes via dual identity are stronger for minority and those of assimilation are stronger for majority. Data came from 261 employees who responded to an online survey. 77 were of foreign origin (minority group) and 184 were of Belgian origin (majority group). Both assimilation and multiculturalism relate positively to work-related outcomes for both groups. However, multiculturalism through dual identity has the most beneficial outcomes for workers of the minority group. Our findings highlight the need to take ethnic and identity issues in account when studying work outcomes in culturally diverse organizations.
本研究旨在获取关于如何在工作中管理种族多样性的知识，以促进少数族裔和多数族裔工人群体的工作成果。我们测试了一个模型，该模型探讨在组织层面所认可的同化和多元文化主义如何通过工人同时对组织及其种族群体的认同（即双重身份）所起的中介作用来预测工作满意度和离职意愿。我们假设，多元文化主义通过双重身份对工作成果产生的间接影响在少数族裔中更强，而同化的间接影响在多数族裔中更强。数据来自261名回复在线调查的员工。其中77人是外国裔（少数族裔群体），184人是比利时裔（多数族裔群体）。同化和多元文化主义对两个群体的工作相关成果均有正向影响。然而，通过双重身份体现的多元文化主义对少数族裔群体的工人产生的有益成果最为显著。我们的研究结果凸显了在研究文化多元组织中的工作成果时考虑种族和身份问题的必要性。
