Organizational diversity programs across cultures effects on absenteeism, turnover, performance and

Organizational diversity programs across cultures effects on absenteeism, turnover, performance and

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Full Terms & Conditions of access and use can be found at Download by: [Brought to you by Unisa Library] Date: 21 March 2016, At: 04:10 The International Journal of Human Resource Management ISSN: 0958-5192 (Print) 1466-4399 (Online) Journal homepage: Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation Hilla Peretz, Ariel Levi & Yitzhak Fried To cite this article: Hilla Peretz, Ariel Levi & Yitzhak Fried (2015) Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation, The International Journal of Human Resource Management, 26:6, 875-903, DOI: 10.1080/09585192.2014.991344 To link to this article: Published online: 13 Jan 2015. Submit your article to this journal Article views: 1171 View related articles View Crossmark data
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Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation Hilla Peretz a * , Ariel Levi b and Yitzhak Fried c† a Department of Industrial Engineering and Management, Ort Braude College, Karmiel, Israel; b School of Business Administration, Wayne State University, Detroit, MI, USA; c Whitman School of Management, Syracuse University, Syracuse, NY, USA This study examined data from over 5000 organizations in 22 countries to address three complementary issues: (1) the influence of national culture on the adoption of diversity programs aimed at recruiting, training and promoting individuals from specific target groups; (2) the moderating effect of national cultural practices on the relationship between these diversity programs and the organizational outcomes of absenteeism and turnover; and (3) the mediating effect of absenteeism and turnover on the relationship between diversity programs and organizational performance and innovation. National cultural values and practices were taken from the GLOBE study and assigned respectively to the organizations in our sample. A multilevel path analysis supported the hypothesized effects of national cultural values on organizational diversity programs. Moreover, cultural practices were found to moderate the relationship between diversity programs and absenteeism and turnover. Our hypotheses on the role of absenteeism and turnover as mediators of the relationship between diversity programs and organizational performance and innovation were also supported. Our findings may help guide managers’ decisions on the adoption of diversity programs in units operating in different national cultures. We discuss the implications of our findings for scholars and practitioners concerned with diversity management issues in a global context. Keywords: absenteeism; diversity programs; GLOBE dimensions; international HRM; national culture; turnover Over recent decades, scholars have shown increasing interest in the characteristics and effects of workforce diversity across the globe (e.g. Ferdman & Sagiv, 2012 ; Jackson & Joshi, 2011 ; Kim, 1999 ; McMahon, 2010
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