HOW WE MANAGE TO DIVERSITY: DIVERSITY CLIMATE EFFECT OF JOB SATISFACTION
Abstract
This study was examined in order to manage diversity by revealing the effect of a diversity climate on job satisfaction. The study was conducted with female participants working as blue-collar workers. In this context, 392 blue-collar female employees were reached. According to the results of the study, diversity climate has a significant effect on job satisfaction in the same direction. To put it more clearly, job satisfaction will increase with the increase in the diversity climate level of blue-collar women. In other words, job satisfaction levels will increase when blue-collar employees are treated more fairly by their companies, have a friendly working environment, and respect the opinions of the company regardless of race, language or religion. According to these results of the study, suggestions were presented to practitioners and academicians. In addition, within the scope of the study, the diversity climate scale was adapted into Turkish. In this implementation study, the cultural compatibility of the scale was analyzed with construct validity and concurrent validity according to scale variance structure and covariance relations. For reliability, internal consistency tests of the questions were made, and the education difference of the scale was calculated. As a result of all analyzes, sufficient evidence has been obtained that the scale is valid and reliable.
Keywords
Diversity Management, Diversity Climate, Job Satisfaction, Scale Adaptation
References
- Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436.
- Bassett-Jones, N, Brown, R.B & Cornelius, N (2007). Delivering effective diversity management through effective structures. Systems Research and Behavioral Science, 24(1), 59-67.
- Basım, N. & Şeşen, H. (2009). Örgütsel adalet algısı-örgütsel vatandaşlık davranışı ilişkisinde iş tatmininin aracılık rolü. 17th. Management and Organization Congress, 21-23 May Eskişehir, 14(2), 806-812.
- Brislin, R.W., Lonner, W.J. & Thordike, R.M. (1973). Cross-Cultural research methods. John Wiley ve Sons.
- Chen, F.F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464-504.
- Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Mahwah, NJ: Erlbaum.
- Chung, Y., Liao, H., Jackson, S.E., Subramony, M., Colakoglu, S., & Jiang, Y. (2015). Cracking but not Breaking: Joint Effects of Faultline Strength and Diversity Climate on Loyal Behavior. Academy of Management Journal, 58(5), 1495-1515.
- Cole, B. & Cooper, D. (2015). Minority Employee Satisfaction and Turnover Intentions: The Role of Climate and Identification. Academy of Management Annual Meeting Proceedings, 1(1), 16985-16985.
- Dijkstra, T.K. & Henseler, J. (2015) Consistent partial least squares path modeling. MIS Quarterly, 39, 297-316.
- Dormann, C. & Zapf, D. (2001). Job satisfaction: A meta-analysis of stabilities. Journal of Organizational Behavior, 22(5), 483–504.