Voz das minorias: a influência positiva da gestão da diversidade mediada pela identificação organizacional
DOI:
https://doi.org/10.51359/1679-1827.2023.244138Palavras-chave:
comportamento de voz no trabalho, comportamento das minorias nas organizações, comportamento organizacionalResumo
Objetivo: Analisar a relação entre a gestão da diversidade, a identificação organizacional e o comportamento de voz das minorias nas organizações.
Método/abordagem: Realizou-se uma survey junto a uma amostra composta por 288 trabalhadores da Mesorregião Metropolitana de Belo Horizonte, pertencentes a pelo menos um desses grupos minoritários: pretos, mulheres, idosos (60 anos ou mais), pessoas com deficiência e LGBTQIA+. Para análise dos dados coletados, empregou-se a técnica de Modelagem de Equações Estruturais.
Contribuições teóricas/práticas/sociais: A contribuição da pesquisa reside no avanço que traz para a compreensão dos múltiplos benefícios decorrentes do adequado gerenciamento da diversidade e que estão ligados, especificamente, às atitudes e comportamentos das minorias no ambiente de trabalho.
Originalidade/relevância: A pesquisa busca avançar nas discussões sobre a influência que as práticas que visam garantir o adequado gerenciamento da diversidade exercem sobre as atitudes e comportamentos dos profissionais que compõem as minorias sociais.
Referências
Abid, G., Ijaz, S., Butt, T., Farooqi, S., & Rehmat, M. (2018). Impact of perceived internal respect on flourishing: A sequential mediation of organizational identification and energy. Cogent Business & Management, 5(1), 1507276.
Afsar, B., Cheema, S., & Javed, F. (2018). Activating employee's pro‐environmental behaviors: The role of CSR, organizational identification, and environmentally specific servant leadership. Corporate Social Responsibility and Environmental Management, 25(5), 904-911.
Afsar, B., Shahjehan, A., Shah, S. I., & Wajid, A. (2019). The mediating role of transformational leadership in the relationship between cultural intelligence and employee voice behavior: A case of hotel employees. International Journal of Intercultural Relations, 69, 66-75.
Akgunduz, Y., & Bardakoglu, O. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empow-erment. Current Issues in Tour-ism, 20(14), 1510-1526.
Beauregard, A. T., Arevshatian, L., Booth, J. E., & Whittle, S. (2018). Listen carefully: transgender voices in the workplace. The International Journal of Human Resource Management, 29(5), 857-884.
Arain, A. G., Bukhari, S., Hameed, I., Lacaze, D. M., & Bukhari, Z. (2018). Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice. Personnel Review, 47(5), 1133-1151.
Ali, M., & French, E. (2019). Age diver-sity management and organisational outcomes: The role of diversity perspectives. Human Resource Management Journal, 29(2), 287-307.
Ali, M., Metz, I., & Kulik, C. T. (2015). Retaining a diverse workforce: the im-pact of gender‐focused human resource management. Human Resource Management Journal, 25(4), 580-599.
Ashforth, B. E., Harrison, S. H., & Cor-ley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of management, 34(3), 325-374.
Barry, M., & Wilkinson, A. (2016). Pro‐social or pro‐management? A critique of the conception of employee voice as a pro‐social behaviour within organizational behaviour. British Journal of Industrial Relations, 54(2), 261-284.
Beechler, S., & Woodward, I. C. (2009). The global “war for talent”. Journal of international management, 15(3), 273-285.
Bergami, M., & Morandin, G. (2019). Relationship between perceived justice and identification: The mediating role of organizational images. Employee Relations, 41(1), 176-192.
Bickman, L., Rog, D. J., & Hedrick, T. E. (2009). Applied research design: A practical approach. Handbook of applied social research methods, 2, 3-43.
Bieling, G., Stock, R. M., & Dorozalla, F. (2015). Coping with demographic change in job markets: How age diver-sity management contributes to organisational performance. German Journal of Human Resource Management, 29(1), 5-30.
Boehm, S. A., Kunze, F., & Bruch, H. (2014). Spotlight on age‐diversity cli-mate: The impact of age‐inclusive HR practices on firm‐level out-comes. Personnel Psychology, 67(3), 667-704.
Brammer, S., He, H., & Mellahi, K. (2015). Corporate social responsibility, employee organizational identification, and creative effort: The moderating impact of corporate ability. Group & Organization Management, 40(3), 323-352.
Byrne, B. M. (2010). Structural equation modeling with AMOS: Basic concepts, ap-plications, and programming. New York: Routledge.
Caillier, J. G. (2016). Does satisfaction with family-friendly programs reduce turnover? A panel study conducted in US federal agencies. Public Personnel Management, 45(3), 284-307.
Castro, G. (2021). E eu (ainda) não sou uma mulher? Gênero, interseccionali-dade e silêncio racial. Revista em Pauta, 19(47), 170-183.
Cheema, S., Afsar, B., & Javed, F. (2019). Employees' corporate social responsibility perceptions and organizational citizenship behaviors for the environment: the mediating roles of organizational identification and environmental orientation fit. Corporate Social Responsibility and Environmental Management, 27(1), 9-21.
Chen, A. S. Y., & Hou, Y. H. (2016). The effects of ethical leadership, voice behavior and climates for innovation on creativity: A moderated mediation examination. The Leadership Quar-terly, 27(1), 1-13.
Christensen, L. J., Mackey, A., & Whetten, D. (2014). Taking responsibility for corporate social responsibility: the role of leaders in creating, implementing, sustaining, or avoiding socially responsible firm behaviors. Academy of Management Perspectives, 28(2), 164-178.
Collins, B. J., Galvin, B. M., & Meyer, R. D. (2019). Situational strength as a moderator of the relationship between organizational identification and work outcomes. Journal of Leadership & Organizational Studies, 26(1), 87-97.
Cox, T. (1994). A comment on the lan-guage of diversity. Organization, 1(1), 51-58.
De Roeck, K., El Akremi, A., & Swaen, V. (2016). Consistency matters! How and when does corporate social responsibility affect employees’ organizational identification?. Journal of Management Studies, 53(7), 1141-1168.
Diehl, A. A. (2004). Pesquisa em ciências sociais aplicadas: Métodos e técnicas. São Paulo: Prentice Hall.
Duan, J., Li, C., Xu, Y., & Wu, C. H. (2017). Transformational leadership and employee voice behavior: a Pygmalion mechanism. Journal of Organizational Behavior, 38(5), 650-670.
Dwertmann, D. J., Nishii, L. H., & Van Knippenberg, D. (2016). Disentangling the fairness & discrimination and syn-ergy perspectives on diversity climate: moving the field forward. Journal of Management, 42(5), 1136-1168.
Emelifeonwu, J. C., & Valk, R. (2019). Employee voice and silence in multinational corporations in the mobile telecommunications industry in Nigeria. Employee Relations, 41(1), 228-252.
Farooq, O., Rupp, D. E., & Farooq, M. (2017). The multiple pathways through which internal and external corporate social responsibility influence organizational identification and multifoci outcomes: the moderating role of cultural and social orientations. Academy of Management Journal, 60(3), 954-985.
Felix, B., Mello, A., & von Borell, D. (2018). Voices unspoken? Understand-ing how gay employees co-construct a climate of voice/silence in organisa-tions. The International Journal of Human Resource Management, 29(5), 805-828.
Ferdman, B. M. (1995). Cultural identity and diversity in organizations: Bridging the gap between group differences and individual uniqueness. In: Chemers, M., Oskamp, S., & Constanzo, M. (Eds.). Diversity in organizations: New perspectives for a changing workplace (Vol. 8). Thousand Oaks: Sage Publications.
Finch, D. J., Abeza, G., O’Reilly, N., & Hillenbrand, C. (2018). Organizational identification and independent sales contractor performance in professional services. Journal of Services Marketing, 32(4), 373-386.
Freitas, H., Oliveira, M., Saccol, A. Z., & Moscarola, J. (2000). O método de pesquisa survey. Revista de Administração da Universidade de São Paulo, 35(3), 105-112.
Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (1998). Managing Human Resources. New Jersey: Prentice-Hall.
Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H. E., ... & West, M. A. (2014). Managing diversity in organizations: an integrative model and agenda for future research. European Journal of Work and Organizational Psychology, 23(5), 783-802.
Guo, C., Miller, J. K., Woodard, M. S., Miller, D. J., Silvernail, K. D., Aydin, M. D., Lemos, A. H. C., Kumpikaite-Valiuniene, V., Nair, S., Donnelly, P. F., Marx, R. D & Peters, L. M. (2018). Self-concept orientation and organizational identification: a mediated relationship. Journal of Managerial Psychology, 33(4/5), 358-371.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2009). Análise multivariada de dados. Porto Alegre: Bookman Editora.
Hanashiro, D. M. M., Teixeira, M. L. M., & Zaccarelli, L. M. (2014). Gestão do fator humano: Uma visão baseada em stakeholders. São Paulo: Saraiva.
Instituto Brasileiro de Geografia e Estatística – IBGE. (2011). Censo Demográfico 2010: Características da população e dos domicílios. Rio de Janeiro.
Instituto Brasileiro de Geografia e Estatística – IBGE. (2017). Pesquisa Nacional por Amostra de Domicílios Contínua: PNAD Contínua. Rio de Janeiro.
Jackson, S. E., & Ruderman, M. N. (2000). Diversity in work teams. Ameri-can Psychological Association.
Jaiswal, A., & Dyaram, L. (2019). To-wards well-being: role of diversity and nature of work. Employee Rela-tions, 41(1), 158-175.
Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331.
Kashyap, V., & Chaudhary, R. (2019). Linking employer brand image and work engagement: Modelling organizational identification and trust in organization as mediators. South Asian Journal of Human Resources Management, 6(2), 177-201.
Kong, F., Huang, Y., Liu, P., & Zhao, X. (2017). Why voice behavior? An inte-grative model of the need for affiliation, the quality of leader–member exchange, and group cohesion in predicting voice behavior. Group & Organization Management, 42(6), 792-818.
Kossek, E. E., Buzzanell, P. M., Wright, B. J., Batz-Barbarich, C., Moors, A. C., Sullivan, C., Kokini, K., Hirsch, A. S., Maxey, K., & Nikalje, A. (2022). Imple-menting diversity training targeting faculty microaggressions and inclusion: practical insights and initial findings. The Journal of Applied Behavioral Science, 00218863221132321.
Li, P. Y., & Huang, K. F. (2019). The antecedents of innovation performance: the moderating role of top management team diversity. Baltic Journal of Management, 14(2), 291-311.
Li, Y., & Sun, J. M. (2015). Traditional Chinese leadership and employee voice behavior: a cross-level examination. The Leadership Quarterly, 26(2), 172-189.
Liang, J., Crystal, I. C. F., & Jing-Lih, F. (2012). Psychological antecedents of promotive and prohibitive voice: a two-wave examination. Academy of Management journal, 55(1), 71-92.
Liang, T. L., Chang, H. F., Ko, M. H., & Lin, C. W. (2017). Transformational leadership and employee voices in the hospitality industry. International Jour-nal of Contemporary Hospitality Manage-ment, 29(1), 374-392.
Lin, X., Lam, L. W., & Zhang, L. L. (2019). The curvilinear relationship be-tween job satisfaction and employee voice: speaking up for the organization and the self. Asia Pacific Journal of Management, 1-21.
Liu, B., & Perry, J. L. (2016). The psychological mechanisms of public service motivation: a two-wave examination. Review of Public Personnel Administration, 36(1), 4-30.
Liu, H. J., & Liu, X. B. (2016). Relation-ship between paternalistic leadership and employee’s voice behavior based on regression analysis. Journal of Dis-crete Mathematical Sciences and Cryptog-raphy, 20(1), 205-215.
Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice be-havior, employee identifications, and transformational leadership. The Lead-ership Quarterly, 21(1), 189-202.
Luiz, J. M., & Terziev, V. (2022). Axes and fluidity of oppression in the workplace: Intersectionality of race, gender, and sexuality. Organization, 1-21.
Lythreatis, S., Mostafa, A. M. S., & Wang, X. (2019). Participative leader-ship and organizational identification in SMEs in the MENA Region: Testing the roles of CSR perceptions and pride in membership. Journal of Business Eth-ics, 156, 635-650.
Lythreatis, S., Mostafa, A. M. S., & Wang, X. (2019). Participative leader-ship and organizational identification in SMEs in the MENA Region: Testing the roles of CSR perceptions and pride in membership. Journal of Business Eth-ics, 156(3), 635-650.
Maccali, N., Kuabara, P. S. S., Takahashi, A. R. W., Roglio, K. D. D., & Boehs, S. D. T. M. (2015). Human re-source practices for diversity manage-ment: The inclusion of intellectual disabilities in a Public Federation of Brazil. Revista de Administração Macken-zie, 16(2), 157-187.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13(2), 103-123.
Mansoor, S., Tran, P. A., & Ali, M. (2021). Employee outcomes of supporting and valuing diversity: Mediating role of diversity climate. Organization Management Journal, 18(1), 19-35.
Maynes, T. D., & Podsakoff, P. M. (2014). Speaking more broadly: an ex-amination of the nature, antecedents, and consequences of an expanded set of employee voice behaviors. Journal of Applied Psychology, 99(1), 87.
McFadden, C., & Crowley-Henry, M. (2018). ‘My People’: The potential of LGBT employee networks in reducing stigmatization and providing voice. The International Journal of Human Resource Management, 29(5), 1056-1081.
Meirun, T., Sin, J., & Wei, C. (2018). The effect of organizational identification on job embeddedness: Evidence from new generation of rural migrant workers in China. Management Science Let-ters, 8(11), 1223-1238.
Morrison, E. W., See, K. E., & Pan, C. (2014). An approach‐inhibition model of employee silence: The joint effects of personal sense of power and target openness. Personnel Psychology, 68(3), 547-580.
Morrison, E. W. (2014). Employee voice and silence. Annual Review Organizational Psychology Organizational Behavior., 1(1), 173-197.
Nkomo, S. M., & Cox Jr, T. (1999). Di-versidade e identidade nas organiza-ções. In: Clegg, S. R.; Hardy, C.; Nord, W. R. (Orgs.). Handbook de Estudos Organizacionais. São Paulo: Atlas.
Ohunakin, F., Adeniji, A., Ogunnaike, O. O., Igbadume, F., & Akintayo, D. I. (2019). The effects of diversity management and inclusion on organisational outcomes: A case of multinational corporation. Business: Theory and Practice, 20(3), 93-102.
Peretz, H., Levi, A., & Fried, Y. (2015). Organizational diversity programs across cultures: Effects on absenteeism, turnover, performance and innovation. The International Journal of Human Resource Management, 26(6), 875-903.
Qi, Y., & Ming-Xia, L. (2014). Ethical leadership, organizational identifica-tion and employee voice: Examining moderated mediation process in the Chinese insurance industry. Asia Pacific Business Review, 20(2), 231-248.
Ramos, P., Ramos, M. M., & Busnello, S. J. (2003). Manual prático de metodologia da pesquisa: Artigo, resenha, projeto, TCC, monografia, dissertação e tese. Blumenau: Acadêmica.
Richardson, R. (1989). Pesquisa social: Métodos e técnicas. São Paulo: Atlas. 334 p.
Roberts, S. P. (2020). The intersection of professionalism gay men, bodies and power. Journal of Organizational Change Management, 33(3), 491-501.
Ruan, R., & Chen, W. (2021). Relation-ship between organizational identification and employee voice: A meta-analysis. Social Behavior and Personality: an international journal, 49(10), 1-12.
Schumacker, R., & Lomax, R. (2010). A beginner's guide to structural equation modeling. New York: Routledge. 536 p.
Silva Júnior, S. D. D., & Costa, F. J. (2014). Mensuração e escalas de verifi-cação: Uma análise comparativa das escalas de Likert e Phrase Comple-tion. PMKT – Revista Brasileira de Pesquisas de Marketing, Opinião e Mídia, 15(1-16), 61.
Son, S. (2019). The role of supervisors on employees’ voice behav-ior. Leadership & Organization Develop-ment Journal, 40(1), 85-96.
Steimel, S. (2013). Connecting with volunteers: memorable messages and volunteer identification. Communication Research Reports, 30(1), 12-21.
Tan, A. J., Loi, R., Lam, L. W., & Zhang, L. L. (2019). Do embedded employees voice more? Personnel Review, 48(3), 824-838.
Tangirala, S., Kamdar, D., Venkata-ramani, V., & Parke, M. R. (2013). Doing right versus getting ahead: The effects of duty and achievement orientations on employees’ voice. Journal of Applied Psychology, 98(6), 1040-1050.
Tarakci, M., Ateş, N. Y., Floyd, S. W., Ahn, Y., & Wooldridge, B. (2018). Per-formance feedback and middle managers’ divergent strategic behavior: The roles of social comparisons and organizational identification. Strategic Management Journal, 39(4), 1139-1162.
Traeger, C., & Alfes, K. (2019). High-performance human resource practices and volunteer engagement: The role of empowerment and organizational identification. VOLUNTAS: Interna-tional Journal of Voluntary and Nonprofit Organizations, 30(5), 1022-1035.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.
Wang, Z., Xu, S., Sun, Y., & Liu, Y. (2019). Transformational leadership and employee voice: An affective per-spective. Frontiers of Business Research in China, 13(1), 1-14.
Wang, H. K., & Yen, Y. F. (2023). How the organizational ethical climate ac-counts for employee voice behavior: A multilevel analysis. Asia Pacific Journal of Human Resources, 61(1), 124-145.
Wei, X., Zhi-Xue, Z., & Xiao-Ping, C. (2015). I will speak up if my voice is socially desirable: A moderated mediating process of promotive versus prohibitive voice. Journal of Applied Psychology, 100(5), 1641-1652.
Xu, A. J., Loi, R., & Lam, L. W. (2015). The bad boss takes it all: How abusive supervision and leader–member ex-change interact to influence employee silence. The Leadership Quarterly, 26(5), 763-774.
Xu, M., Qin, X., Dust, S. B., & DiRenzo, M. S. (2019). Supervisor-subordinate proactive personality congruence and psychological safety: A signaling the-ory approach to employee voice behavior. The Leadership Quarterly, 30(4), 440-453.
Zhang, J., Akhtar, M. N., Zhang, Y., & Rofcanin, Y. (2019). High-commitment work systems and employee voice: A multilevel and serial mediation ap-proach inside the black box. Employee Relations: The International Journal, 41(4), 811-827.
Zhang, S., Yuan, C., & Wang, Y. (2019). The impact of industry–university–re-search alliance portfolio diversity on firm innovation: Evidence from Chi-nese manufacturing firms. Sustainabil-ity, 11(8), 2321.
Downloads
Publicado
Edição
Seção
Licença
Copyright (c) 2023 Gestão.Org - Revista Eletrônica de Gestão Organizacional
Este trabalho está licenciado sob uma licença Creative Commons Attribution-NonCommercial 4.0 International License.
Os trabalhos assinados são de responsabilidade exclusiva do(s) autor(es).
Os direitos, inclusive os de tradução, são reservados.
É permitido citar os trabalhos publicados sem autorização prévia desde que seja identificada a fonte.
