Skip to Main Content
 

Global Search Box

 
 
 
 

Files

File List


Flores Dissertation Final.pdf (1.69 MB)

ETD Abstract Container

Abstract Header

Linking Diversity Climate and Feedback Seeking Through Interpersonal Processes and Race Effects

Flores, Catalina
http://rave.ohiolink.edu/etdc/view?acc_num=akron161778390895531

Abstract Details

2021, Doctor of Philosophy, University of Akron, Psychology-Industrial/Organizational.
Diversity in the workplace is an increasingly important topic, and a supportive diversity climate is a key component of ensuring equity as well as harnessing the benefits of diversity for organizational success. Prior research on diversity climate has focused on a narrow set of outcomes, while conceptual models suggest links with interpersonal processes such as feedback. The present study investigated the relationships between organizational diversity climate and trust in one’s supervisor, feedback sought from one’s supervisor, job satisfaction, and work stress. Employees of color in particular may benefit from a work environment signaling support of diversity, and thus the role of race was examined in the present study by testing the hypothesized effects as conditional on race in a sample with White and Black employees. Race was further examined by considering the moderating effects of racial identity, supervisor racial similarity, and the interaction of the two within the Black group. A sample of 157 White and 101 Black employees working over 24 hours per week participated in the study via a two-part online survey. Study results indicated some support for the hypothesized relationships, but relationships were weaker or nonsignificant in the Black group, contrary to expectations. Specifically, diversity climate was positively related to trust in one’s supervisor, job satisfaction, and negatively related to work stress. Diversity climate was positively related to a more direct form of feedback seeking in the White group, and an indirect form of feedback seeking in the Black group. These results suggest that while some positive outcomes are associated with diversity climate, more deeply embedded inclusion efforts may be necessary for employees of color to experience those benefits.
Joelle Elicker (Advisor)
201 p.
Psychology

Recommended Citations

Citations

  • Flores, C. (2021). Linking Diversity Climate and Feedback Seeking Through Interpersonal Processes and Race Effects [Doctoral dissertation, University of Akron]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=akron161778390895531

    APA Style (7th edition)

  • Flores, Catalina. Linking Diversity Climate and Feedback Seeking Through Interpersonal Processes and Race Effects. 2021. University of Akron, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=akron161778390895531.

    MLA Style (8th edition)

  • Flores, Catalina. "Linking Diversity Climate and Feedback Seeking Through Interpersonal Processes and Race Effects." Doctoral dissertation, University of Akron, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=akron161778390895531

    Chicago Manual of Style (17th edition)

akron161778390895531
354
© 2021, all rights reserved.
This open access ETD is published by University of Akron and OhioLINK.