Diversity climate, trust, and turnover intentions: A multilevel dynamic system.

心理信息 心理学 多样性(政治) 组织氛围 感知 社会心理学 气候变化 多级模型 生态学 政治学 梅德林 统计 数学 生物 神经科学 法学
作者
Anna‐Katherine Ward,Daniel J. Beal,Michael J. Zyphur,Haozhen Zhang,Philip Bobko
出处
期刊:Journal of Applied Psychology [American Psychological Association]
卷期号:107 (4): 628-649 被引量:24
标识
DOI:10.1037/apl0000923
摘要

Past research on employee trust and diversity climate is cross-sectional and often overlooks the distinction between overall unit climate and individual perceptions of climate. The current article addresses the complex relationship between trust and diversity climate, including directionality, evolution over time, multilevel characteristics, and influence on the critical outcome of turnover intentions. Using a novel, a multilevel analysis of cross-lagged panel data with latent interactions, we examined 6 years of data from 3,218 faculty members across 294 departments in a large U.S. university. We then (a) separated within-department and between-department diversity climate perceptions, (b) examined the directionality and durability of the relationships among trust and diversity climate perceptions, and (c) examined employee turnover intentions as an outcome of the trust/diversity climate perception feedback process that we identified. Results revealed a reciprocal relationship between within-department diversity climate and trust. These relationships continued over the full 6-year period and, as hypothesized, were stronger in departments with more unsupportive diversity climates. When all three variables were modeled at both levels of analysis, an influence on future turnover intentions was observed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
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