The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers
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 qu...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
Ubiquity Press
2019-07-01
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| Series: | Psychologica Belgica |
| Subjects: | |
| Online Access: | https://www.psychologicabelgica.com/articles/472 |
| _version_ | 1818305428047527936 |
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| author | Patrizia Villotti Florence Stinglhamber Donatienne Desmette |
| author_facet | Patrizia Villotti Florence Stinglhamber Donatienne Desmette |
| author_sort | Patrizia Villotti |
| collection | DOAJ |
| description | 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. |
| first_indexed | 2024-12-13T06:26:26Z |
| format | Article |
| id | doaj.art-bd5109c12d5d4c12a366607527cde194 |
| institution | Directory Open Access Journal |
| issn | 2054-670X |
| language | English |
| last_indexed | 2024-12-13T06:26:26Z |
| publishDate | 2019-07-01 |
| publisher | Ubiquity Press |
| record_format | Article |
| series | Psychologica Belgica |
| spelling | doaj.art-bd5109c12d5d4c12a366607527cde1942022-12-21T23:56:44ZengUbiquity PressPsychologica Belgica2054-670X2019-07-0159110.5334/pb.472315The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of WorkersPatrizia Villotti0Florence Stinglhamber1Donatienne Desmette2Département d’éducation et pédagogie, Université du Québec à Montréal, Montréal; Centre de recherche de l’Institut Universitaire en Santé Mentale de Montréal, MontréalInstitut de recherche en sciences psychologiques, Université catholique de Louvain, Louvain-la-NeuveInstitut de recherche en sciences psychologiques, Université catholique de Louvain, Louvain-la-NeuveThis 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.https://www.psychologicabelgica.com/articles/472multiculturalismassimilationdual identityjob satisfactionintention to quitminority |
| spellingShingle | Patrizia Villotti Florence Stinglhamber Donatienne Desmette The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers Psychologica Belgica multiculturalism assimilation dual identity job satisfaction intention to quit minority |
| title | The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers |
| title_full | The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers |
| title_fullStr | The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers |
| title_full_unstemmed | The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers |
| title_short | The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers |
| title_sort | influence of multiculturalism and assimilation on work related outcomes differences between ethnic minority and majority groups of workers |
| topic | multiculturalism assimilation dual identity job satisfaction intention to quit minority |
| url | https://www.psychologicabelgica.com/articles/472 |
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