STUDENTS’ UNDERSTANDING OF WORKPLACE DIVERSITY: THE CASE OF REPUBLIC OF NORTH MACEDONIA
Abstract
The importance of the research on workplace diversity has significantly increased in the past few decades. Namely, as a result of the increased possibilities for working from distance and the changes in the regulations that protect the rights of the individuals and groups with different background and physical and psychological characteristics, the workplace diversity and inclusion issues become a prominent research topic in the human resource management and management literature. Therefore, the aim of this study is to investigate students’ understanding of diversity in our country, on a sample of students from the Faculty of Economics – Skopje. The need for conducting such a study in our country emanated from the fact that we live in a society where diversity issues are perceived and acknowledged. For investigating students’ understanding of diversity, we used two instruments (Reaction-to-Diversity Inventory and Workplace Diversity Survey) developed by De Meuse and Hostager (2001). The first one was used for investigating students understanding of the term workplace diversity and the second one for researching the determinants of the students’ understanding of diversity. The questionnaire was distributed electronically among students from the Faculty of Economics – Skopje, Ss. Cyril and Methodius University in Skopje. The analysis of the responses on Reaction-to-Diversity Inventory has shown that most of the students relate diversity with the term unity (47), which refers to the organizational outcomes as one of the dimensions of diversity. Besides referring to the organizational outcomes, it is important to note that unity is a term that has positive connotation. The results from the multiple regression analysis on the sample of 184 respondents, indicate that besides teachers’/professors’ engagement in educating on diversity and students’ gender, students’ academic success should be considered as a predictor of their understanding of diversity (although the statistical association of students’ grade and their understanding of diversity is statistically weaker and negative).
Keywords
Full Text:
PDFReferences
Adamson, M., Kelan, E., Lewis, P., Śliwa, M. & Rumens, N. (2021). Introduction: Critically interrogating inclusion in organizations. Organization, 28(2), 211-227. https://doi.org/10.1177/1350508420973307
Agócs, C., & Burr, C. (1996). Employment equity, affirmative action and managing diversity: assessing the differences. International Journal of Manpower, 17(4), 30-45. https://doi.org/10.1108/01437729610127668
Brown, R. & Cappoza, D. (2000). Social identity theory in retrospect and prospect. In Cappoza, D. & Brown, R. (2000) (Ed.), Social Identity Process: Trends in Theories and Research, vii-xv.
Buterin-Micic, M. (2018). Determinants of Students attitudes Towards Cultural Diversity in Schools. Journal of Contemporary Educational Studies, 69(135), 126-141.
Census of Population, Households and Dwellings in the Republic of North Macedonia, 2021 - first dataset, Available at: https://www.stat.gov.mk/PrikaziSoopstenie_en.aspx?rbrtxt=146’
Choi, S., & Rainey, H. G. (2014). Organizational fairness and diversity management in public organizations: does fairness matters in managing diversity?. Review of Public Personnel Administration, 34(4), 307-331. https://doi.org/10.1177/0734371X13486489
Christian, J., Porter, L. W., & Moffitt, G. (2006). Workplace Diversity and Group Relations: An Overview. Group Processes & Intergroup Relations, 9(4), 459-466. https://doi.org/10.1177/1368430206068431
Chrobot-Mason, D., & Aramovic, N. P. (2013). The Psychological Benefits of Creating an Affirmative Climate for Workplace Diversity. Group & Organization Management, 38(6), 659-689. https://doi.org/10.1177/1059601113509835
Cropanzano, R., & Mitchell, M. S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602
Cullianane, N., & Dundon, T. (2006). The Psychological contract: A critical review. International Journal of Management Reviews, 8(2), 113-129. https://doi.org/10.1111/j.1468-2370.2006.00123.x
De Meuse, K. P., & Hostager, T. J. (2001). Developing an Instrument for Measuring Attitudes Toward and Perceptions of Workplace Diversity: An Initial Report. Human Resource Development Quarterly, 12(1), 33-51. https://doi.org/10.1002/1532-1096(200101/02)12:1%3C33::AID-HRDQ4%3E3.0.CO;2-P
Dwertmann, D. J., Nishii, L. H., & Van Kipper, D. (2016). Disentangling the Fairness & Discrimination and Synergy Perspectives on Diversity Climate: Moving the Field Forward. Journal of Management, 42(5). https://doi.org/10.1177/0149206316630380
Igboanugo, S., Yang, J., & Bigelow, P. (2022). Building a framework for an inclusive workplace culture: The diversion diversity and inclusion survey. The International Journal of Information, Diversity & Inclusion, 6(4), 1-16. https://doi.org/10.33137/ijidi.v6i4.37507
Fujimoto, Y., Hartel, C. E. J., & Azmat, F. (2011). Towards a diversity justice management model: integrating organizational justice and diversity management. Social Responsibility Journal, 9(1), 148-166. https://doi.org/10.1108/17471111311307877
Gaisch, M., Preymann, S., & Aichinger, R. (2018). Diversity management at the tertiary level: an attempt to extend existing paradigms. Journal of Applied Research in Higher Education, 12(2), 137-150. http://dx.doi.org/10.1108/JARHE-03-2018-0048
Gallup (2022). Advancing DEI Initiatives: A Guide for Organizational Leaders. Gallup Inc. Available at: www.gallup.com
Guillaume, Y.R.F.S., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38, 276-303. https://doi.org/10.1002/job.2040
Gurin, P., Dey, E. L., Hurtado, S., & Gurin, G. (2002). Diversity and Higher Education: Theory and Impact on Educational Outcomes. Harvard Educational Review, 72(3), 330-366. https://doi.org/10.17763/haer.72.3.01151786u134n051
Hornsey, M. J. (2008). Social Identity Theory and Self-categorization Theory: A Historical Review. Social and Personality Psychology Compass, 2/1, 204-222. https://doi.org/10.1111/j.1751-9004.2007.00066.x
Hostager, T. J., & DeMeuse, K. P. (2008). The Effects of a Diversity Learning Experience on Positive and Negative Diversity Perceptions. Journal of Business and Psychology, 23, 127-139. https://doi.org/10.1007/s10869-008-9085-x
Jayakumar, U. M. (2008). Can Higher Education Meet the Needs of an Increasingly Diverse and Global Society? Campus Diversity and Cross-Cultural Workforce Competencies. Harvard Educational Review, 78(4), 615-651. https://psycnet.apa.org/doi/10.17763/haer.78.4.b60031p350276699
Kollen, T. (2020). Worshipping Equality as Organizational Idolatry? A Nietzschean View of the Normative Foundations of the Diversity Management Paradigm. Scandinavian Journal of Management, 36(2), 1-9. https://doi.org/10.1016/j.scaman.2020.101108
Kollen, T. (2021). Diversity Management – A Critical Review and Agenda for the Future. Journal of Management Inquiry, 30(3), 259-272. https://doi.org/10.1177/1056492619868025
Kwon, C-K., & Nikolaides, A. (2017). Managing diversity through triple-loop learning: A call for paradigm shift. Human Resource Development Review, 16(1), 85-99. https://doi.org/10.1177/1534484317690053
Leonard, R. L. (1976). Cognitive Complexity and the Similarity – Attraction Paradigm. Journal of Research in Personality, 10, 83-88. https://doi.org/10.1016/0092-6566(76)90085-4
Lillevik, W. (2007). Cultural Diversity, Competencies and Behaviour: Workforce Adaptation of Minorities. Managing Global transitions: International Research Journal, 5(1), 85-102.
Martín-Alcázar, F., Romero-Fernández, P.M. et al., & Sánchez-Gardey, G. (2012). Transforming human resource management systems to cope with diversity. Journal of Business Ethics, 107, 511-531. https://doi.org/10.1007/s10551-011-1061-0
Mavin, S., & Girling, G. (2000). What is managing diversity and why does it matter?. Human resource Development International, 3(4), 419-433. https://doi.org/10.1080/713767867
Maxwell, G. A., Blair, S., McDougall, M. (2001). Edging Towards Managing Diversity in Practice. Employee Relations, 23(5), 468-482. https://doi.org/10.1108/01425450110405161
Mayhew, M. J., Grunwald, H. E. & Dey, E. L. (2005). Curriculum matters: Creating a Positive Climate for Diversity from the Student Perspective. Research in Higher Education, 46(4), 389-412. https://doi.org/10.1007/s11162-005-2967-0
Mazur, B., & Walczyna, A. (2020). Bringing sustainable human resource management and corporate sustainability. Sustainability, 12(21), 8987. https://doi.org/10.3390/su12218987
Meena, K., & Vanka, S. (2013). Diversity Management and Human Resource Development–A Study of Indian Organizations. Pacific Business Review International, 5(7), 45-51.
Misra, S., & McManoh, G. (2006). Diversity in Higher Education: The Three Rs. Journal of Education for Business, 82(1), 40-43. https://doi.org/10.3200/JOEB.82.1.40-43
Moore, S. (1999). Understanding and managing diversity among groups at work: key issues for organizational training and development. Journal of European Industrial Training, 23(4/5), 208-218. https://doi.org/10.1108/03090599910272086
Nadiv, R., & Kuna, S. (2020). Diversity management as navigation through organizational paradoxes. Equality, Diversity and Inclusion, 39(4), 355-377. https://doi.org/10.1108/EDI-12-2018-0236
Ng, E. (2008). Why Organizations Choose to Manage Diversity? Towards a Leadership-Based Theoretical Framework. Human Resource Development Review, 7(1), 58-78. https://doi.org/10.1177/1534484307311592
Ng, E. S. W., & Wyrick, C. R. (2011). Motivational bases for managing diversity: A model of leadership commitment. Human Resource Management Review, 21(4), 368-376. https://doi.org/10.1016/j.hrmr.2011.05.002
Patrick, H. A., & Kumar, V. R. (2012). Managing Workplace Diversity: Issues and Challenges. SAGE Open, 2(2), 1-15. https://doi.org/10.1177/2158244012444615
Phelps, M. E. (1997). Understanding and Managing Diversity: the Personnel Challenge for Leaders. A Research Paper Presented To The Research Department Air Command and Staff College. Available at: https://apps.dtic.mil/sti/tr/pdf/ADA397894.pdf
Post, C., Muzio, D., Sarala, R., Wei, L., & Faems, D. (2021). Theorizing Diversity in Management Studies: New Perspectives and Future Directions. Journal of Management Studies, 58(8), 2003-2023. https://doi.org/10.1111/joms.12779
Prasad, P., & Milles, A. J. (1997). From Shadow to Showcase: Understanding the dilemmas of managing workplace diversity. In Prasad, P., Milles, A. J., Elmes, M. & Prasad. A. (Ed.) Managing the organizational Melting Pot: Dilemmas of Workplace Diversity. 3-27. Sage Publication Inc. http://dx.doi.org/10.13140/RG.2.1.5068.6480
Reese, H. W., & Overton, W. F. (1970). Models of development and Theories of Development. Life-Span Developmental Psychology: Research and Theory, 115-145. https://doi.org/10.1016/B978-0-12-293850-4.50011-X
Roberson, Q. M. (2019). Diversity in the Workplace: A Review, Synthesis and Future Research Agenda. Annual Review of Organizational Phycology and Organizational Behavior, 6, 69-88. https://doi.org/10.1146/annurev-orgpsych-012218-015243
Rosado, C. (2006). What do we mean by ‘Managing Diversity’?. Workplace diversity, 3, 1-16.
Sharma, A. (2016). Managing Diversity and Equality in the Workplace. Cogent Business & Management, 3(1), 1212682. https://doi.org/10.1080/23311975.2016.1212682
Suchman, M. C. (1995). Managing Legitimacy: Strategic and Institutional Approaches. The Academy of Management Review, 20(3), 571-610. https://psycnet.apa.org/doi/10.2307/258788
Turner, J. C., & Reynolds, K. J. (2012). Self-Categorization Theory. In Van Lange, P.A.M. Kruglanski, A. W., & Higgins, E. T. (Eds.), Handbook of theories in social psychology, SAGE Publications Ltd., London. https://psycnet.apa.org/doi/10.4135/9781446249222.n46
Van Knippenberg, D. L. (2007). Understanding Diversity. Erasmus Research Institute of Management.
Visagie, J., Linde, H., & Haveng, W. (2011). Leadership Competencies for managing diversity. Managing Global Transition, 9(3), 225-247.
Vranakova, N., Babelova, Z. G., & Chlpekova, A. (2021). Sustainable Human Resource Management and Generational Diversity: The Importance of the Age Management Pillars. Sustainability, 13(15), 8496. https://doi.org/10.3390/su13158496
Winston, M. (2010). Managing Diversity. Library Leadership and Management, 24(3), 58-63. https://doi.org/10.5860/llm.v24i3.1842
Yuengling, R. (2011). Diversity Competency Model. Proceedings DEOMI 8th Biennial Equal Opportunity, Diversity, and Culture Research Symposium, 268-311.
DOI: https://doi.org/10.22190/FUEO240626007B
Refbacks
- There are currently no refbacks.
© University of Niš, Serbia
Creative Commons License CC BY-NC-ND
ISSN 0354-4699 (Print)
ISSN 2406-050X (Online)