Revisiting congruence effects in diversity research
Views of diversity initiatives and experiences of belonging in a New Zealand healthcare organization
Bibliographic Data
| ID | 6058848 |
|---|---|
| Authors | Joana R C Kuntz (0000-0003-3399-8324, University of Canterbury), Shalini Pandaram (0000-0002-0922-2481, University of Canterbury) |
| Year | 2022 |
| Volume | 41 |
| Issue | 8 |
| Pages | 1262-1288 |
| Publication date | 2022-10-03 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-12-2021-0310 |
| OpenAlex | W4282983526 |
| Language | EN |
| Citations received | 1 |
| References cited | 56 |
Purpose This study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained by congruence/discrepancy between employees' personal value of diversity, equity and inclusion (DEI) initiatives and employees' views of perceived organizational commitment to these initiatives. The study also examined whether sense of belonging, and perspectives of DEI initiatives, differed between majority [New Zealand European (NZE)] and minority [Māori/Pasifika (MP)] workers. Design/methodology/approach A total of 771 employees from a New Zealand healthcare organization completed an online survey. Further to mean difference tests to contrast majority and minority group experiences, polynomial regressions with response surface methodology were conducted to examine congruence effects on sense of belonging. Findings While MP workers attributed greater personal value to DEI initiatives and viewed the organization as prioritizing these initiatives compared to NZ European (NZE) workers, MP workers experienced a lower sense of belonging. Further, the authors' results show that congruence at higher levels of personal and organizational importance ascribed to DEI initiatives was associated with greater sense of belonging. Contrary to the deficiency-based discrepancy effect proposed, the lowest levels of belonging were experienced at low levels of organizational commitment to DEI, regardless of personal diversity value. Additionally, MP were more susceptible to ideological psychological contract breach than NZE workers. Practical implications The authors' study highlights that while positive diversity climate perceptions are closely linked to perceptions of inclusion, organizations will discern the factors that contribute to or undermine inclusiveness by also gaging personal value DEI initiatives and the unique experiences of minority and majority groups. Originality/value This study is the first to examine the effect of diversity-related value congruence on employees' sense of belonging, and to uncover racioethnic differences in these effects
Operationalization · Perception · Political science · Psychological contract · Sociology · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Labor Movements and Unions · Law · Psychology · Social Psychology
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| Citations per year | 1 |
|---|---|
| Citation span | 2025 - 2025 (1) |
| Highly cited | No |