Exploring the relationships between perceived diversity at work and employees’ organizational citizenship behaviors and counterproductive work behaviors

: the role of inclusion

Abstract

The current dissertation investigates the relationship between perceived diversity at work and employee behaviors, specifically focusing on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB), while examining the moderating role of inclusion. Drawing from self-categorization theory, social exchange theory and others as well as a sample of 183 employees from various organizations, the current thesis explores how perceptions of workplace diversity influence both positive and negative work behaviors. Contrary to initial hypotheses, perceived diversity did not directly predict OCB or CWB. Instead, inclusion was found to be a significant predictor of OCB and CWB, so that higher levels of inclusion were associated with increased OCB and reduced CWB. Moreover, the analysis revealed a marginally significant moderating effect between perceived diversity and inclusion on CWB, suggesting that in environments with low inclusion, perceived diversity was positively related to CWB. When inclusion was high, it helped to mitigate the potential negative impact of perceived diversity on CWB. The findings suggest that creating an inclusive workplace is crucial for mitigating potential negative outcomes associated with perceived diversity, particularly in reducing CWB, underscoring the importance of inclusion in diversity management practices. The current thesis contributes to both the academic discourse on diversity and inclusion and offers practical insights for HR professionals seeking to enhance organizational culture.

Date of Award	6 Dec 2024
Original language	English
Awarding Institution	Universidade Católica Portuguesa
Supervisor	Tatiana Iolanda Pires Marques (Supervisor)