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The moderating effects of single vs multiple-grounds of perceived-discrimination on work-attitudes: Protean careers and self-efficacy roles in explaining intention-to-stay

Yehuda Baruch (Department of Management, University of Southampton, Southampton, UK)
Anne Laure Humbert (Cranfield School of Management, Bedford, UK)
Doirean Wilson (Middlesex University Business School, Middlesex University, London, UK)

Equality, Diversity and Inclusion

ISSN: 2040-7149

Article publication date: 18 April 2016

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Abstract

Purpose

Moving from a focus on a single aspect of diversity to multiple-diversity characteristics, the purpose of this paper is to develop and empirically test a model that examines whether self-efficacy (SE) and protean career (PC) measures relate to intention to stay (ITS), as a possible mediation of job satisfaction (JS). The authors then explored whether perceived discrimination – on single and multiple grounds – modify these relationships.

Design/methodology/approach

A survey of 316 US managers, of which 95 reported perceived discrimination: 51 perceived discrimination on a single ground and a further 44 on multiple grounds.

Findings

SE and PC are associated with increased ITS where there is higher JS. Furthermore, multiple discrimination results in more negative outcomes compared to a single source of perceived discrimination.

Research limitations/implications

Employees with multiple diversities might be more prone to feelings of discrimination, which in an organizational context that lacks diversity awareness can generate negative implications on performance, esteem, working relationships, and ultimately ITS.

Originality/value

The research provides valuable insights into the issue of diversity and discrimination relating to more than one single source of diversity.

Keywords

Citation

Baruch, Y., Humbert, A.L. and Wilson, D. (2016), "The moderating effects of single vs multiple-grounds of perceived-discrimination on work-attitudes: Protean careers and self-efficacy roles in explaining intention-to-stay", Equality, Diversity and Inclusion, Vol. 35 No. 3, pp. 232-249. https://doi.org/10.1108/EDI-05-2014-0045

Publisher

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Emerald Group Publishing Limited

Copyright © 2016, Emerald Group Publishing Limited