Palabras clave
género
diversidad generacional
religión
percepción sobre la orientación sexual
Cómo citar
Resumen
Esta investigación tuvo como propósito analizar la percepción que tienen los empleados sobre distintas variables (tales como género, generación, religión y nacionalidad) sobre el Clima de aceptación de la diversidad (CAID), y este con respecto a la Percepción sobre orientación sexual (POS). La información se recopiló mediante un cuestionario validado suministrado a 509 trabajadores pertenecientes a diferentes áreas de negocios, y se analizaron los resultados con los modelos Structural Equation Models-Partial Least Square. Este estudio encontró que el CAID tiene una relevancia importante y positiva sobre la POS de los trabajadores, y que la percepción del género del empleado está influenciada fuertemente por la generación del trabajador. Otros modelos que han intentado medir el CAID no han incluido la variable POS, a diferencia de esta investigación, la cual aporta a la disciplina de Recursos Humanos.
Citas
Aguirre, N., Delgado, Y., Olmedo, R., & Trejos, C. (2017). El valor de la diversidad en equipos de trabajo. Gente Clave, 1(1), 37–50. http://revistas.ulatina.edu.pa/index.php/genteclave/article/view/39
Anglim, J., Sojo, V., Ashford, L. J., Newman, A., & Marty, A. (2019). Predicting employee attitudes to workplace diversity from personality, values, and cognitive ability. Journal of Research in Personality, 83. https://doi.org/10.1016/j.jrp.2019.103865
Arnold, K. A., & Loughlin, C. (2019). Continuing the conversation: questioning the who, what, and when of leaning in. Academy of Management Perspectives, 33(1), 94–109. https://doi.org/10.5465/amp.2016.0153
Ashikali, T., Groeneveld, S., & Kuipers, B. (2020). The role of inclusive leadership in supporting an inclusive climate in diverse public sector teams. Review of Public Personnel Administration, 41(3), 497–519. https://doi.org/10.1177/0734371x19899722
Boekhorst, J. A. (2015). The role of authentic leadership in fostering workplace inclusion: a social information processing perspective. Human Resource Management, 54(2), 241–264.
Castro, A. (2011). La evaluación de las competencias culturales de los líderes mediante el inventario de adaptación cultural. Anales de Psicología / Annals of Psychology, 27(2), 507–517. https://revistas.um.es/analesps/article/view/123151
Castro, A. (2014). Percepción del clima de aceptación de la diversidad en las organizaciones. Un estudio con líderes argentinos. Boletín de Psicología, (98), 41–53.
Castro, A., & Lupano, M. (2016). Diferencias individuales en las teorías implícitas del liderazgo y la cultura organizacional percibida. Boletín de Psicología, (85), 89–109.
Castro-Gonzáles, S., Espina, M., & Tinoco, R. (2016). Strategies and competitiveness for emerging countries: a comparative study among three South American countries. international. Journal of Emerging Markets, 12(1), 125–139.
Castro-Gonzáles, S., & Medina, J. (2017). Economic crisis‘s influence over the quantification of Puerto Rico‘s shadow economy: parsimonious econometric proposal. Journal of Applied Business and Economics, 19(8), 48–62.
Deloitte Global Human Capital Trends. (2017). Rewriting the rules for the digital age. Deloitte University Press.
Díaz, S. C., López, L. M., & Roncallo, L. L. (2017). Entendiendo las generaciones: una revisión del concepto, clasificación y características distintivas de los baby boomers, X y millennials.
Clío América, 11(22), 188–204. https://doi.org/10.21676/23897848.2440
do Valle, P. O., & Assaker, G. (2016). Using partial least squares structural equation modeling in tourism research: a review of past research and recommendations for future applications. Journal of Travel Research, 55(6), 695–708. https://doi.org/10.1177/0047287515569779.
Downey, S. N., van der Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), 35–44. https://doi.org/10.1111/jasp.12273
Guillaume, Y. R., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., & West, M. A. (2015). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journal of Organizational Behavior, 38(2), 276–303. https://doi.org/10.1002/job.2040
Hair, J. F., Hult, T., Ringle, C., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage Publications, Inc.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2013). Partial least squares structural equation modeling: rigorous applications, better results and higher acceptance. Long Range Planning, 46(1–2), 1–12. https://doi.org/10.1016/j.lrp.2013.01.001
Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414–433. https://doi.org/10.1007/s11747-011-0261-6.
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management and Data Systems, 116(1), 2–20. https://doi.org/10.1108/IMDS-09-2015-0382
Hernández, S. R., Fernández, C. C., & Baptista, L. P. (2014). Metodología de la investigación (6ta ed.). McGraw-Hill Education.
Hofhuis, J., van der Rijt, P. G. A., & Vlug, M. (2016). Diversity climate enhances work outcomes through trust and openness in workgroup communication. SpringerPlus, 5(1). https:// doi.org/10.1186/s40064-016-2499-4
Inegbedion, H., Sunday, E., Asaleye, A., Lawal, A., & Adebanji, A. (2020). Managing diversity for organizational efficiency. SAGE Open. https://doi.org/10.1177/2158244019900173
Jiang, Z., Wang, Y., Hu, X., & Wang, Z. (2019). Open workplace climate and LGB employees‘ psychological experiences: the roles of self-concealment and self-acceptance. Journal of Employment Counseling, 56(1), 2–19. https://doi.org/10.1002/joec.12099
Kundu, S. C., & Mor, A. (2017). Workforce diversity and organizational performance: a study of IT industry in India. Employee Relations, 39(2), 160–183.
Lasierra, J. M. (2019). Generational differences in work in Spain. A review. Review of Business Management, 21(4), 953–969. https://doi.org/10.7819/rbgn.v21i5.4024
Lee, L., Petter, S., Fayard, D., & Robinson, S. (2011). On the use of partial least squares path modeling in accounting research. International Journal of Accounting Information Systems, 12(4), 305–328. https://doi.org/10.1016/j.accinf.2011.05.002
Londoño Henao, N. (2016). Impactos de la inclusión laboral en el clima organizacional [Tesis de maestría, Universidad EAFIT]. Repositorio institucional. https://repository.eafit.edu.co/bitstream/handle/10784/8715/Natalia_Londo%C3%B1oHenao_2016.pdf?sequence=2&isAllowed=y
Mitta, D. (2019). Diversity management the millennial challenge in a group of organizations: Who are they, what motivates them and how to retain them? Revista de Ciencias de la Gestión, (4), 67–104.
Newman, A., Nielsen, I., Smyth, R., Hirst, G., & Kennedy, S. (2018). The effects of diversity climate on the work attitudes of refugee employees: the mediating role of psychological capital and moderating role of ethnic identity. Journal of Vocational Behavior, 105, 147–158.
Organización Internacional del Trabajo. (2016). La igualdad en el trabajo: afrontar retos que se plantean. https://www.ilo.org/wcmsp5/groups/public/---americas/---ro-lima/---ilo-brasilia/documents/publication/wcms_226900.pdf
Odhiambo, M. W., Gachoka, H. G., & Rambo, C. M. (2018). Relationship between age diversity and employee performance of public universities in Western Kenya. International Journal of Academic Research in Business and Social Sciences, 8(11), 223– 248.
Patel, V. K., Manley, S. C., Hair, J. F., Ferrell, O. C., & Pieper, T. M. (2016). Is stakeholder orientation relevant for European firms? European Management Journal, 34(6), 650–660. https://doi.org/10.1016/j.emj.2016.07.001
Peng, D. X., & Lai, F. (2012). Using partial least squares in operations management research: a practical guideline and summary of past research. Journal of Operations Management, 30(6), 467–480. https://doi.org/10.1016/j.jom.2012.06.002
Quantum workplace. (2020, February 25). Diversity + inclusion: what it is, why it matters, and how to make it a priority, 1–26. https://marketing.quantumworkplace.com/hubfs/Marketing/Website/Resources/PDFs/Diversity-and-Inclusion-ebook.pdf?hsCtaTracking=71aa1471-7ad1-45d5-81c3-9acccebf59b6%7Ce4229a17-e608-42e5-9fe0-5d7a9967d4f7
Richard, O. C. (2015). Racial diversity, business strategy, and firm performance: a resource based view. Academy of Management Journal, 43(2), 164–177.
Ringle, C. M., Wende, S., & Becker, J. M. (2015). SmartPLS 3. Boenningstedt: SmartPLS GmbH. http://www.smartpls.com
Roberts, N., & Thatcher, J. B. (2009). Conceptualizing and testing formative constructs: tutorial and annotated example. Data Base for Advance in Information Systems, 40(3), 9–39.
Rodríguez-Díaz, C. E., Martínez, J., Jovet-Toledo, G., Vélez, C., Hernández, N., Escotto, B., & Mulinelli, J. (2016). Challenges for the well-being of and health equity for Lesbian, Gay, & Bisexual people in Puerto Rico. International Journal of Sexual Health, 28(4), 286–295. https://doi.org/10.1080/19317611.2016.1223252
Samuel, A. P., & Odor, H. O. (2018). Managing diversity at work: key to organizational survival. European Journal of International Management, 10(16), 41–46.
Saxena, A. (2014). Workforce diversity: a key to improve productivity. Procedia Economics and Finance, 11, 76–85. https://doi.org/10.1016/s2212-5671(14)00178-6
Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1), 1–14. https://www.tandfonline.com/doi/pdf/10.1080/23311975.2016.1212682
Sutton, C., Veliyath, R., Pieper, T. M., Hair, J. F., & Caylor, M. (2018). Secondary agency conflicts: a synthesis and proposed measurement model. Long Range Planning, 51(5), 720–735. https://doi.org/10.1016/j.lrp.2017.12.004
Van der Zee, K., & Sandal, G. (2016). Cultural diversity in the workplace. En D. Sam & J. Berry (Eds.), The Cambridge Handbook of Acculturation Psychology (pp. 483–503). Cambridge University Press. https://doi.org/10.1017/CBO9781316219218.028
Tamunomiebi, M. D., & John-Eke, E. C. (2020). Workplace diversity: emerging issues in contemporary reviews. International Journal of Academic Research in Business and Social Sciences, 10(2), 255–265.
Takele, Y., & Kiltu, M. (2015). Employees‘ perception of organizational climate and its implications for organizational effectiveness in Amhara National Regional State, Ethiopia. Ethiopian Journal of Business and Economics (The), 4(1), 116–148. https://www.ajol.info//index.php/ejbe/article/view/115666
Triguero-Sanchez, R., Peña-Vinces, J. C., González-Rendón, M., & Sánchez-Apellániz, M. (2012). Human resource management practices aimed to seek the commitment of employees on the financial and non-financial (subjective) performance in Spanish firms: an empirical contribution. Journal of Economics, Finance and Administrative Science, 17(32), 18-34.
Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-CompartirIgual 4.0.
Derechos de autor 2021 Fórum Empresarial