Clarifying the Effects of Human Resource Diversity Management Practices on Organizational Citizenship Behavior: The Mediating Role of Diversity Receptiveness

Authors

  • Ahmad Nizan Mat Noor Universiti Teknologi MARA Perlis
  • Shaiful Annuar Khalid Universiti Teknologi MARA Perlis
  • Nik Ramli Nik Abdul Rashid Universiti Teknologi MARA Perlis

DOI:

https://doi.org/10.18533/journal.v3i5.455

Abstract

The aim of this study is to scrutinize the impact of employees’ perceptions of their organization’s human resource diversity management (HRDM) practices on their organizational citizenship behavior (OCB) level. The influence of diversity receptiveness as a mediator in the proposed relationship is also examined. Survey data were gathered from operational employees attached to large hotel in Malaysia. 430 usable questionnaires were used in statistical analyses. The results indicated that the hypothesized linkage between HRDM practices and diversity receptiveness as well as between HRDM practices and OCB were partially supported. The mediating role of diversity receptiveness in the relationship was also partially supported. Implications and limitations of the findings are specified. Finally, directions for future research are suggested.

Author Biographies

  • Ahmad Nizan Mat Noor, Universiti Teknologi MARA Perlis

    Lecturer

    Faculty of Business Management

  • Shaiful Annuar Khalid, Universiti Teknologi MARA Perlis

    Senior Lecturer

    Faculty of Business Management

  • Nik Ramli Nik Abdul Rashid, Universiti Teknologi MARA Perlis

    Assoc. Prof.

    Faculty of Business Management

References

Abdullah, R., Musa, M., Zahari, H., Rahman, R., & Khalid, K. (2011). The study of employee satisfaction and its effects towards loyalty in hotel industry in Klang Valley, Malaysia. International Journal of Business and Social Science, 2, 147-155.

Babakus, E., Yavas, U., Karatepe, O. M., & Avci, T. (2003). The effect of management commitment to service quality on employees' affective and performance outcomes. Journal of the Academy of Marketing Science, 31, 272-286.

Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.

Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee "Citizenship". Academy of Management Journal, 26, 587-595.

Behjat, S., & Chowdhury, M. S. (2012). Emotional intelligence, self-efficacy and diversity receptiveness of university students: A correlation study. International Journal of Academic Research in Business and Social Sciences, 2, 301-312.

Benkhoff, B. (1997). Disentangling organizational commitment: The dangers of the OCQ for research and policy. Personnel Review, 26, 114-131.

Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley & Sons.

Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71-98). New York: Jossey-Bass.

Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10, 99-110.

Brief, A. P., & Motowidlo, S. J. (1986). Prosocial organizational behaviors. Academy of Management Review, 11, 710-725.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. 88, 425-445.

Cox, T. (1993). Cultural Diversity in Organizations: Theory, Research and Practice. San Francisco: Berrett-Koehler.

D'Netto, B., & Sohal, A. S. (1999). Human resource practices and workforce diversity: an emperical assessment International Journal of Manpower, 20, 530-547.

Delery, J. E., & Doty, D. H. (1996). Mode of theorizing in strategic human resource management: Tests of universalistic, contigency, and configurational performance predictions. Academy of Management Journal, 39, 802-835.

Fishbein, M., & Ajzen, I. (1975). Belief, Attitude Intention and Behavior: An Introduction to Theory and Research. USA: Addison-Wesley Publishing Company.

Fleury, M. T. L. (1999). The management of culture diversity: lessons from Brazilian companies. Industrial Management & Data Systems, 99, 109-114.

George, J. M., & Brief, A. P. (1992). Feeling good, doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological Bulletin, 112, 310-329.

Getty, J. M., & Getty, R. L. (2003). Lodging quality index (LQI): assessing customers’ perceptions of quality delivery. International Journal of Contemporary Hospitality Management, 15, 94-104.

Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.

Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. (1998). Multivariate data analysis with readings (5th ed.). Upper Saddle River, NJ: Prentice-Hall.

Jabbour, C. J. C., Gordono, F. S., Oliveira, J. H. C. d., Martinez, J. C., & Battistelle, R. A. G. (2011). Diversity management Challenges, benefits, and the role of human resource management in Brazilian organizations. Equality Diversity and Inclusion: An International Journal of Diversity in Organizations, Communities and Nations, 30, 58-74.

Jabbour, C. J. C., & Santos, F. C. A. (2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19, 2133-2154.

Khalid, S. A., Ali, H., Ismail, M., Rahman, N. A., Kassim, K. M., & Zain, R. S. (2009). Organizational citizenship behavior factor structure among employees in hotel industry. International Journal of Psychological Studies, 1, 16-25.

Kossek, E. E., Lobel, S. A., & Brown, J. (2005). Human resource strategies to manage workforce diversity: examining the business case. In A. M. Konrad, P. Prasad & K. Pringle (Eds.), Handbook of Workplace Diversity (pp. 53-74). Tousand Oaks, CA: Sage.

Lazer, W., & Layton, R. (1999). Quality of hospitality service: A challenge for the millennium.

Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87, 131-142.

Litvin, D. R. (1997). The discourse of diversity: From biology to management. Organizations, 4, 187-209.

Lopez-Rocha, S. (2006). Diversity in the workplace. International Journal of Diversity in Organizations, Communities & Nations 5, 11-18.

Ma, E., & Qu, H. (2011). Social exchanges as motivators of hotel employees’ organizational citizenship behavior: The proposition and application of a new three-dimensional frameworkInternational Journal of Hospitality Management. International Journal of Hospitality Management, 30, 680–688.

Mathews, A. (1998). Diversity: A principle of human resource management Public Personnel Management, 27, 175-183.

Milliken, F. J., & Martins, L. L. (1996). Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. The Academy of Management Review, 21, 402-433.

Mor-Barak, M. E., Cherin, D. A., & Berkman, S. (1998). Organizational and Personal Dimensions in Diversity Climate: Ethnic and Gender Differences in Employee Perceptions. Journal of Applied Behavioral Science, 34, 82-104.

Mor-Barak, M. E., & Levin, A. (2002). Outside of the corporate mainstream and excluded from the work community: a study of diversity, job satisfaction and well-being. Community, Work & Family, 5, 133–157.

Organ, D. W. (1988). Organizational citizenship behavior: The Good Soldier Syndrome. MA: Lexington Books.

Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. Research in Organizational Behavior, 12, 43-72.

Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775-802.

Pfau, B. N., & Kay, I. T. (2002). The human capital edge: 21 people management practices your company must implement (or avoid) to maximize shareholder value. Hightstown, NJ: McGraw-Hill.

Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational Citizenship Behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26, 513-563.

Richard, O. C., & Johnson, N. B. (2001). Understanding the impact of human resource diversity practices on firm performance. Journal of Managerial Issues, 13, 177-195.

Sanchez, J. I., & Medkik, N. (2004). The effects of diversity awareness training on differential treatment. Group & Organization Management, 29(4), 517-536.

Sekaran, U. (2000). Research methods for business. New York: John Wiley & Sons, Inc.

Shen, J., Chanda, A., D'Netto, B., & Monga, M. (2009). Managing diversity through human resource management: an international perspective and conceptual framework. The International Journal of Human Resource Management, 20, 235-251.

Shen, J., D'Netto, B., & Tang, J. (2010). Effetcs of human resource diversity management on organizational citizen behaviour in the Chinese context. The International Journal of Human Resource Management, 21, 2156-2172.

Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 653-663.

Soni, V. (2000). A twenty-first-century reception for diversity in the public sector: A case study. Public Administration Review, 60, 395-423.

Storey, J. (1999). Equal opportunities in retrospect and prospect. Human Resource Management Journal 9, 5-8.

Swaminathan, S., & Jawahar, P. D. (2011). A study of job satisfaction as a predictor of organizational citizenship behavior. Paper presented at the International Conference on Management Hydro Hotel, Penang, Malaysia.

Triana, M. d. C., Kim, K., & Garcia, M. F. (2011). To help or not to help? Personal value for diversity moderates the relationship between discrimination against minorities and citizenship behavior toward minorities. Journal of Business Ethics, 102, 333-342.

Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behaviors: in pursuit of construct and definitional clarity (a bridge over muddied waters). Research in Organizational Behavior, 17, 215-285.

Williams, K. Y., & O'Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. In B. M. Staw & L. L. Cummings (Eds.), Research in Organization Behavior (pp. 77-140). Stamford CT: JAI Pr.

Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617.

Downloads

Published

2014-06-01

Issue

Vol. 3 No. 5 (2014): May

Section

Article

License

Authors who publish with this journal agree to the following terms:

  • Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
  • Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
  • Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).