Antecedents and outcomes of managing diversity in a UK context: test of a mediation model

Abstract

Extant research on diversity management (DM) has primarily examined the main effects of diversity management practices (DMP) on outcomes from an organizational perspective. Meta-analysis in this field corroborates the conclusion that this approach is unable to account for the outcomes of DM effectively. The current study extends the literature by examining micro-level antecedents of DMP. This study also examines the mediating influences of perception of overall justice (POJ) and social exchange with organization (SEWO) on the relationships between DMP and work outcomes of career satisfaction (CS) and turnover intention (TI). Results of data obtained from a cross section of 191 minority employees in UK revealed: (i) the reasons why organizations adopted and implemented DMP influenced employees’ outcomes of TI and CS; (ii) the relationship between DM and SEWO is mediated by POJ; (iii) SEWO relates to increased CS; and (iv) DMP related positively to CS through POJ and SEWO.