Dierckx Kim, Depauw Hilde, Haesevoets Tessa, Valcke Barbara, Van Roey Thomas, Van de Putte Bart, De Cremer David, Els Crizelle, Van Hiel Alain
Department of Developmental, Personality, and Social Psychology, Faculty of Psychology and Educational Sciences, Ghent University, Ghent, Belgium.
Department of Sociology, Faculty of Political and Social Sciences, Ghent University, Ghent, Belgium.
Front Psychol. 2025 Apr 15;16:1445469. doi: 10.3389/fpsyg.2025.1445469. eCollection 2025.
In the present contribution, we examined the application of procedural fairness in the resolution of ethnic-cultural (EC) issues, which are issues relating to ethnic, cultural, and linguistic matters. We hypothesized that EC procedural fairness perceptions contribute to effective diversity management because they are positively related to job satisfaction among minority group employees. We further theorized that this relationship is mediated by organizational identification. What makes the present study particularly unique is that we employ a dual focus, by examining the perceptions of both minority and majority group members. Two field studies (total = 2,059; 26.3% minority members) and a longitudinal field survey ( = 265 minority members) supported our predictions. In Study 1, we consistently found that minority employees' EC procedural fairness perceptions were positively associated with job satisfaction. Moreover, organizational identification fully mediated this relationship. Interestingly, similar positive responses to EC procedural fairness were observed among majority group employees. Study 2 sampled minority employees working in various countries and industrial sectors on two different measurement occasions. Multilevel mediation analyses provided further support for the mediating role of organizational identification. Finally, Study 3 sampled minority and majority group assembly line workers pertaining to various ethnically diverse teams. In line with Study 1, our multilevel analyses revealed that EC procedural fairness perceptions were related to enhanced job satisfaction (through organizational identification) among minority majority group employees. Taken together, the present results highlight that procedural fairness can be implemented to resolve ethnic-cultural issues in today's super-diverse organizations, and by doing so, they emphasize the potential of procedural fairness for organizational diversity management.
在本论文中，我们考察了程序公平在解决族裔文化（EC）问题中的应用，这些问题涉及种族、文化和语言事务。我们假设，对EC程序公平的认知有助于有效的多元化管理，因为它们与少数群体员工的工作满意度呈正相关。我们进一步提出理论，认为这种关系是由组织认同介导的。本研究的独特之处在于，我们采用了双重焦点，考察了少数群体和多数群体成员双方的认知。两项实地研究（共2059人；26.3%为少数群体成员）和一项纵向实地调查（265名少数群体成员）支持了我们的预测。在研究一当中我们始终发现，少数群体员工对EC程序公平的认知与工作满意度呈正相关。此外，组织认同完全介导了这种关系。有趣的是，多数群体员工对EC程序公平也有类似的积极反应。研究二在两个不同的测量时点对在不同国家和行业工作的少数群体员工进行了抽样。多层次中介分析进一步支持了组织认同的中介作用。最后，研究三对来自不同族裔多元化团队的少数群体和多数群体装配线工人进行了抽样。与研究一一致，我们的多层次分析显示，少数群体和多数群体员工对EC程序公平的认知与更高的工作满意度（通过组织认同）相关。综上所述，目前的研究结果表明，程序公平可以用来解决当今超级多元化组织中的族裔文化问题，通过这样做，它们强调了程序公平在组织多元化管理中的潜力。
