The impact of diversity communication on employee organizational identification and employee voice behaviors: A moderated mediation model

被引：3

作者：

Men, Linjuan Rita ^{[1
,3
]}

Thelen, Patrick D. ^{[3
]}

Qin, Yufan Sunny ^{[2
,3
]}

机构：

[1] Univ Florida, Gainesville, FL 32611 USA

[2] James Madison Univ, Harrisonburg, VA USA

[3] Univ Florida, Coll Journalism & Commun, 1885 Stadium Rd, Gainesville, FL 32611 USA

来源：

PUBLIC RELATIONS REVIEW | 2024年 / 50卷 / 04期

关键词：

Diversity communication; Employee voice behaviors; Organizational identification; EXTRA-ROLE BEHAVIORS; AUTHENTIC LEADERSHIP; PROHIBITIVE VOICE; IMPRESSION MANAGEMENT; MANAGING DIVERSITY; FIRM PERFORMANCE; PUBLIC-RELATIONS; JOB-PERFORMANCE; WORK; ANTECEDENTS;

D O I：

10.1016/j.pubrev.2024.102492

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

The current study examines how communicated commitment to diversity relates to employee voice behaviors through the mediating role of perceived organizational authenticity and organizational identification. Through a quantitative survey with 657 employees who work for a variety of organizations in the United States, the study's results indicated that communicated commitment to diversity plays a critical role in fostering perceived organizational authenticity, which in turn encourages organizational identification and employee voice behaviors. The study also found that diversity management moderated the relationship between communicated commitment to diversity and perceived organizational authenticity.

引用

页数：13

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