Opening the Black Box: The Influence of Perceived Diversity and a Common In-Group Identity in Diverse Groups

2007 ◽  
Vol 21 (1) ◽  
pp. 58-78 ◽  
Author(s):  
George B. Cunningham
Keyword(s):  
Group Identity ◽  
Turnover Intentions ◽  
Track And Field ◽  
Hierarchical Regression ◽  
Group Outcomes ◽  
Two Measures ◽  
Group Diversity ◽  
Diverse Groups ◽  
The Relationship ◽  
Intervening Variables

Previous research on diversity has been criticized for failing to include intervening and process variables. Therefore, the purpose of this study was to examine the influence of two intervening variables, perceived group diversity and a common in-group identity, on the relationship between group diversity and group outcomes. Data were collected from 45 track-and-field coaching staffs (N= 175 participants). Hierarchical-regression analysis revealed that actual diversity was positively related to perceptions of such differences, and, in turn, perceptions of diversity were related to a common in-group identity. Finally, a common in-group identity was negatively related to organizational turnover intentions of the group and positively related to two measures of group effectiveness. Theoretical contributions and implications for diverse groups are discussed.

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

Some Common Indices of Group Diversity: Upper Boundaries

2012 ◽  
Vol 111 (3) ◽  
pp. 777-796 ◽  
Author(s):  
Antonio Solanas ◽  
Rejina M. Selvam ◽  
José Navarro ◽  
David Leiva
Keyword(s):  
Standard Deviation ◽  
Group Size ◽  
Coefficient Of Variation ◽  
Euclidean Distance ◽  
Specific Group ◽  
Group Outcomes ◽  
Group Diversity ◽  
Workgroup Diversity ◽  
The Relationship ◽  
Group Characteristics

Workgroup diversity can be conceptualized as variety, separation, or disparity. Thus, the proper operationalization of diversity depends on how a diversity dimension has been defined. Analytically, the minimal diversity must be obtained when there are no differences on an attribute among the members of a group, however maximal diversity has a different shape for each conceptualization of diversity. Previous work on diversity indexes indicated maximum values for variety (e.g., Blau's index and Teachman's index), separation (e.g., standard deviation and mean Euclidean distance), and disparity (e.g., coefficient of variation and the Gird coefficient of concentration), although these maximum values are not valid for all group characteristics (i.e., group size and group size parity) and attribute scales (i.e., number of categories). We demonstrate analytically appropriate upper boundaries for conditional diversity determined by some specific group characteristics, avoiding the bias related to absolute diversity. This will allow applied researchers to make better interpretations regarding the relationship between group diversity and group outcomes.

Group Diversity, Occupational Commitment, and Occupational Turnover Intentions among NCAA Division IA Football Coaching Staffs

2004 ◽  
Vol 18 (3) ◽  
pp. 236-254 ◽  
Author(s):  
George B. Cunningham ◽  
Michael Sagas
Keyword(s):  
Ethnic Diversity ◽  
Turnover Intentions ◽  
Occupational Commitment ◽  
Hierarchical Regression ◽  
Turnover Intent ◽  
Negative Effects ◽  
Age Diversity ◽  
Football Coaching ◽  
Group Diversity ◽  
Organizational Tenure

The purpose of this study was to examine the influence of age, ethnic, and organizational tenure diversity on occupational commitment and occupational turnover intent among coaching staffs. Data were gathered via questionnaire from coaches in 48 NCAA Division IA football coaching staffs (235 coaches). Hierarchical regression analyses, controlling for the success of the team and the number of respondents per team, indicated that the block of diversity variables accounted for 18% (p < .05) of the variance in occupational commitment and 16% (p < .05) of the variance in occupational turnover intentions. Tenure and ethnic diversity were significant predictors in both analyses, although age diversity was not. Implications are discussed in relation to the complexity of diversity and strategies to mitigate the negative effects of group diversity on group-level outcomes.

scholarly journals The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

2017 ◽  
Vol 12 (11) ◽  
pp. 73
Author(s):  
Erkan Taskiran
Keyword(s):  
Organizational Identification ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Career Management ◽  
Hierarchical Regression ◽  
Organizational Career Management ◽  
The Relationship ◽  
Moderating Role

The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees’ turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees’ perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

scholarly journals The meaning of temporal balance: Does meaning in life mediate the relationship between a balanced time perspective and mental health?

2021 ◽  
Vol 17 (1) ◽  
pp. 119-133
Author(s):  
Jeffrey Dean Webster ◽  
Jonte Vowinckel ◽  
Xiaodong Ma
Keyword(s):  
Mental Health ◽  
Meaning In Life ◽  
Time Perspective ◽  
Well Being ◽  
Hierarchical Regression ◽  
Mediation Analyses ◽  
Balanced Time Perspective ◽  
Two Measures ◽  
The Relationship ◽  
Health And Well Being

The construct of a Balanced Time Perspective (BTP) predicts a variety of indices of mental health and well-being. We argue that one possible intermediate link between BTP and well-being may be an individual’s sense of presence of meaning in life. Participants ranging in age from 19 to 88 years (N = 192) completed two measures of time perspective (Zimbardo Time Perspective Inventory [ZTPI] and the modified Balanced Time Perspective Scale [mBTPS]), mental health, personality, and meaning in life. Correlational results showed that a BTP, mental health, and meaning in life were positively interrelated. Hierarchical regression models showed that a BTP (as measured with the mBTPS) explained additional variance in mental health beyond demographic, personality, and ZTPI scores. Mediation analyses showed that meaning served as a significant indirect link between BTP and well-being.

Visual Evoked-Response Correlates of Speechreading Performance in Normal-Hearing Adults

1983 ◽  
Vol 26 (1) ◽  
pp. 2-9 ◽  
Author(s):  
Vincent J. Samar ◽  
Donald G. Sims
Keyword(s):  
Multiple Correlation Coefficient ◽  
Evoked Response ◽  
Multiple Correlation ◽  
Potential Significance ◽  
Visual Evoked Response ◽  
Latency Measure ◽  
Two Measures ◽  
Components Analysis ◽  
The Relationship ◽  
Visual Evoked

The relationship between the latency of the negative peak occurring at approximately 130 msec in the visual evoked-response (VER) and speechreading scores was investigated. A significant product-moment correlation of -.58 was obtained between the two measures, which confirmed the fundamental effect but was significantly weaker than that previously reported in the literature (-.90). Principal components analysis of the visual evoked-response waveforms revealed a previously undiscovered early VER component, statistically independent of the latency measure, which in combination with two other components predicted speechreading with a multiple correlation coefficient of S4. The potential significance of this new component for the study of individual differences in speechreading ability is discussed.

Coping Style as a Mediator of the Relationship Between Depressive Symptoms and Deliberate Self-Harm

Crisis ◽  
2011 ◽  
Vol 32 (5) ◽  
pp. 272-279 ◽  
Author(s):  
Allison S. Christian ◽  
Kristen M. McCabe
Keyword(s):  
Depressive Symptoms ◽  
Undergraduate Students ◽  
Cross Sectional Study ◽  
Self Report ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Deliberate Self Harm ◽  
Self Blame ◽  
Self Harm ◽  
The Relationship

Background: Deliberate self-harm (DSH) occurs with high frequency among clinical and nonclinical youth populations. Although depression has been consistently linked with the behavior, not all depressed individuals engage in DSH. Aims: The current study examined maladaptive coping strategies (i.e., self-blame, distancing, and self-isolation) as mediators between depression and DSH among undergraduate students. Methods: 202 students from undergraduate psychology courses at a private university in Southern California (77.7% women) completed anonymous self-report measures. Results: A hierarchical regression model found no differences in DSH history across demographic variables. Among coping variables, self-isolation alone was significantly related to DSH. A full meditational model was supported: Depressive symptoms were significantly related to DSH, but adding self-isolation to the model rendered the relationship nonsignificant. Limitations: The cross-sectional study design prevents determination of whether a casual relation exists between self-isolation and DSH, and obscures the direction of that relationship. Conclusions: Results suggest targeting self-isolation as a means of DSH prevention and intervention among nonclinical, youth populations.

In Search of the Prosocial Personality

2019 ◽  
Vol 40 (1) ◽  
pp. 55-62 ◽  
Author(s):  
Anja Wertag ◽  
Denis Bratko
Keyword(s):  
Prosocial Behavior ◽  
Personality Traits ◽  
Significant Proportion ◽  
Dark Triad ◽  
Self Report ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
The Relationship

Abstract. Prosocial behavior is intended to benefit others rather than oneself and is positively linked to personality traits such as Agreeableness and Honesty-Humility, and usually negatively to the Dark Triad traits (i.e., Machiavellianism, narcissism, and psychopathy). However, a significant proportion of the research in this area is conducted solely on self-report measures of prosocial behavior. Therefore, the aim of this study was to investigate the relationship between prosociality and the basic (i.e., HEXACO) and dark personality traits, comparing their contribution in predicting both self-reported prosociality and prosocial behavior. Results of the hierarchical regression analyses showed that the Dark Triad traits explain prosociality and prosocial behavior above and beyond the HEXACO traits, emphasizing the importance of the Dark Triad in the personality space.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Sign in / Sign up

Export Citation Format

Share Document