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The Impact of Diversity Promise Fulfillment on Professionals of Color Outcomes in the USA

UNCG Author/Contributor (non-UNCG co-authors, if there are any, appear on document)
Lenora Billings-Harris (Creator)
Eleanor "Holly" Buttner, Professor (Creator)
Kevin B. Lowe, Professor and Department Head (Creator)
Institution
The University of North Carolina at Greensboro (UNCG )
Web Site: http://library.uncg.edu/

Abstract: This paper explores the relationship between psychological contract violations (PCVs) related to diversity climate and professional employee outcomes. We found that for our sample of US professionals of color including US-born African Americans, Hispanics, Asians, and Native Americans, employee perceptions of breach in diversity promise fulfillment (DPF), after controlling for more general organizational promise fulfillment (OPF), led to lower reported organizational commitment (OC) and higher turnover intentions (TI). Interactional justice partially mediated the relationship between DPF and outcomes. Procedural justice and DPF interacted to influence OC of employees of color. For respondents who perceived a lack of DPF, moderate racial awareness was associated with greater PCV. We discuss the implications of the findings and provide directions for future research.

Additional Information

Publication
Journal of Business Ethics. Vol. 91(4):501 518.
Language: English
Date: 2010
Keywords
diversity, diversity climate, justice, psychological contract, commitment, turnover intentions