The Relationship between Perceptions of Diversity Climate and Value Congruence/Person-Organization Fit: A Focus on Nonminority and Minority Employees

The Relationship between Perceptions of Diversity Climate and Value Congruence/Person-Organization Fit: A Focus on Nonminority and Minority Employees’ Differences in Perceptions

Rodney L. Fields | 2015

Abstract

This quantitative study advances the theoretical discussion of affirming diversity climate in organizations. The study had a sample of 120 participants from various organizations throughout the metropolitan area of Atlanta, Georgia. A three-model hierarchical multiple regression and an independent-samples t test (special case of one-way analysis of variance) were used to test the relationship between perceptions of diversity climate and value congruence/person-organization (P-O) fit while comparing perceptions between nonminority and minority employees. The results support a statistical significance for the following two claims: (a) lower perceptions of diversity climate lead to lower P-O fit and (b) perception of diversity climate differs by ethnicity (nonminority vs. minority). Future research is needed to test other variables that contribute to the relationship between perceptions of diversity climate and value congruence/P-O fit, including expanding the regional scope of participants and organizations and expanding the research globally. Diversity offers a rich platform to further examine the benefits and challenges of the effect diversity, now and in the future, and how it impacts employees and organizations.