Impact of relational differences on supervisor/subordinate dyad Academic Article uri icon

abstract

  • PurposePrior research indicates that workplace diversity negatively impacts the job satisfaction and organizational commitment levels of minority workers. This study investigates the impact of age and gender diversity between human resources (HR) professionals and their supervisors on the satisfaction and commitment levels of the professionals.Design/methodology/approachData from 279 HR professionals employed by large US manufacturers were collected using a traditional mail methodology and were analyzed using ANOVA.FindingsNeither age differential, gender differential nor age and gender differential interaction were found to impact the job satisfaction and organizational commitment levels of HR professionals.Research limitations/implicationsAlthough it appears that the number of females and, in particular, female supervisors is under represented in the sample, it is likely that the sample accurately reflects the current status of the manufacturing labor force.Practical implicationsThe negative impact on supervisor/subordinate relationships of demographic differences may be mitigated through the implementation of diversity management strategies, such as those adopted by HR professionals.Originality/valueThese unexpected findings may be attributed to the heightened awareness of diversityrelated legislation and regulation on the part of HR professionals. Additionally, HR professionals as a group are likely more attuned to the potential negative impact of workplace diversity and more skilled in applying workplace strategies to minimize the negative impact of such diversity.

published proceedings

  • Industrial Management & Data Systems

author list (cited authors)

  • Green, K. W., Whitten, D., & Medlin, B.

citation count

  • 9

complete list of authors

  • Green, Kenneth W||Whitten, Dwayne||Medlin, Bobby

publication date

  • April 2005