Cultural mosaic beliefs as a new measure of the psychological climate for diversity
| Autor: | Wendi L. Adair, Terri R. Lituchy, Aimy Anne Racine, Lukas Neville, Pylin Chuapetcharasopon, Susan E. Brodt |
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| Rok vydání: | 2017 |
| Předmět: |
Cultural Studies
Organizational Behavior and Human Resource Management media_common.quotation_subject 05 social sciences 050109 social psychology Context (language use) Arts and Humanities (miscellaneous) Expression (architecture) Cultural diversity Multiculturalism Scale (social sciences) 0502 economics and business 0501 psychology and cognitive sciences Optimal distinctiveness theory Business and International Management Psychology Working group Social psychology 050203 business & management media_common Diversity (politics) |
| Zdroj: | International Journal of Cross Cultural Management. 18:7-32 |
| ISSN: | 1741-2838 1470-5958 |
| Popis: | This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective multicultural work groups. Building on theories of group diversity and self-verification, and responding to calls to understand moderators that explain the impact of group diversity on performance outcomes, we conceptualize CMBs as a psychological climate that individual group members perceive to promote the recognition, acceptance and expression, and utilization of cultural diversity (values, traditions, and practices) in their work. We also propose that CMBs might attenuate conflict that can sometimes characterize culturally diverse work groups distinguishing groups that falter from those that flourish and benefit from the informational and other potential advantages associated with their diverse cultural composition. In a series of five studies ( N = 1119), we develop a 17-item CMB scale comprised of three factors: perceived group diversity, cultural acceptance and expression, and culture utilization. We present evidence of convergent and discriminant validity, showing that the CMB scale is related to but distinct from other measures of diversity. We also demonstrate predictive validity, showing that the CMB scale is related to work group members’ identification with the group, commitment to the group, satisfaction with the group, and learning from the group. We conclude by proposing applications of our CMBs concept and measure to multicultural workplaces and offer future directions for research on cultural diversity, specifically the study of group CMBs as a moderator of cultural diversity’s effects on groups. |
| Databáze: | OpenAIRE |
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