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Crossing the Threshold: The Spillover of Community Racial Diversity and Diversity Climate to the Workplace.

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Title: Crossing the Threshold: The Spillover of Community Racial Diversity and Diversity Climate to the Workplace.
Authors: RAGINS, BELLE ROSE, GONZALEZ, JORGE A., EHRHARDT, KYLE, SINGH, ROMILA
Source: Personnel Psychology. Winter2012, Vol. 65 Issue 4, p755-787. 33p. 2 Black and White Photographs, 3 Charts.
Subjects: Diversity in the workplace, Cultural pluralism, Segregation, Communities, Group identity, Relocation, Intergroup relations
Abstract: We examined the spillover of community diversity to the workplace using a sample of 2,045 professionals living in communities across the U.S. Spillover effects were examined using 2 measures of community diversity: the degree to which employees were racially or ethnically similar to others in their community and perceptions of their community's diversity climate. Aligned with theories of group threat and racial segregation, Whites who were racially dissimilar to their communities expressed stronger intentions to leave their communities, and ultimately their workplaces, than those living in primarily White communities. However, community diversity climate offset these relationships; Whites who lived in communities that were racially dissimilar to them, but experienced the climate as inclusive, had lower moving intentions than those in communities that were experienced as racially intolerant. In contrast, for people of color, community diversity climate, rather than racial similarity to the community, predicted moving intentions. For both groups, the diversity climate in the community predicted moving intentions, which in turn predicted work turnover intentions, job search behaviors, and physical symptoms of stress at work. These findings suggest that the intention to leave one's community, and ultimately one's workplace, is influenced by community experiences and the community's perceived diversity climate. [ABSTRACT FROM AUTHOR]
Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: <searchLink fieldCode="JN" term="%22Personnel+Psychology%22">Personnel Psychology</searchLink>. Winter2012, Vol. 65 Issue 4, p755-787. 33p. 2 Black and White Photographs, 3 Charts.
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  Data: <searchLink fieldCode="DE" term="%22Diversity+in+the+workplace%22">Diversity in the workplace</searchLink><br /><searchLink fieldCode="DE" term="%22Cultural+pluralism%22">Cultural pluralism</searchLink><br /><searchLink fieldCode="DE" term="%22Segregation%22">Segregation</searchLink><br /><searchLink fieldCode="DE" term="%22Communities%22">Communities</searchLink><br /><searchLink fieldCode="DE" term="%22Group+identity%22">Group identity</searchLink><br /><searchLink fieldCode="DE" term="%22Relocation%22">Relocation</searchLink><br /><searchLink fieldCode="DE" term="%22Intergroup+relations%22">Intergroup relations</searchLink>
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  Data: We examined the spillover of community diversity to the workplace using a sample of 2,045 professionals living in communities across the U.S. Spillover effects were examined using 2 measures of community diversity: the degree to which employees were racially or ethnically similar to others in their community and perceptions of their community's diversity climate. Aligned with theories of group threat and racial segregation, Whites who were racially dissimilar to their communities expressed stronger intentions to leave their communities, and ultimately their workplaces, than those living in primarily White communities. However, community diversity climate offset these relationships; Whites who lived in communities that were racially dissimilar to them, but experienced the climate as inclusive, had lower moving intentions than those in communities that were experienced as racially intolerant. In contrast, for people of color, community diversity climate, rather than racial similarity to the community, predicted moving intentions. For both groups, the diversity climate in the community predicted moving intentions, which in turn predicted work turnover intentions, job search behaviors, and physical symptoms of stress at work. These findings suggest that the intention to leave one's community, and ultimately one's workplace, is influenced by community experiences and the community's perceived diversity climate. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Value: 10.1111/peps.12001
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        Text: English
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      – SubjectFull: Segregation
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      – SubjectFull: Communities
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              Text: Winter2012
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