The way to business competitiveness: the importance of diversity management and teamwork climate in stabilizing of employees
Abstract
Focusing on utilization of employees strengths at workforce brings companies benefit to the diverse workforce and creates a competitive advantage in a turbulent and dynamic business environment. The intention of this research is to fill a significant research gap in the in-depth exploration of relationships and support mechanisms for diversity management. The research is focused on teamwork climate as a mediating variable, moderating the effect of best practices in the implementation of diversity management and on its potential level of influence on the employee turnover in the company. It was applied the correlation to evaluate connection r among criteria of three areas: best practices in diversity management, teamwork climate and employee turnover rates. The control variables were age, gender, education and length of manager practice. The dependency between best practices in diversity management and employee turnover, which is mediated by teamwork climate, has been confirmed. However, partial mediation was found, where only part of the effect is mediated. The rate of turnover is influenced by the gender of the manager, age and length of practice. All variables (age, length of experience and gender) are significantly related to the variables of best practices in diversity management and teamwork climate.
First published online 24 March 2022
Keyword : diversity, management, teamwork climate, employee turnover, mediation, best practices
How to Cite
Jankelová, N., Joniaková, Z., & Procházková, K. (2022). The way to business competitiveness: the importance of diversity management and teamwork climate in stabilizing of employees. Journal of Business Economics and Management, 23(3), 606–625. https://doi.org/10.3846/jbem.2022.16199
This work is licensed under a Creative Commons Attribution 4.0 International License.
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El Akremi, A., Colaianni, G., Portoghese, I., Galletta, M., & Battistelli, A. (2014). How organizational support impacts affective commitment and turnover among Italian nurses: A multilevel mediation model. International Journal of Human Resource Management, 25(9), 1185–1207. https://doi.org/10.1080/09585192.2013.826713
Flory, J. A., Leibbrandt, A., Rott, C., & Stoddard, O. (2021). Increasing workplace diversity: Evidence from a recruiting experiment at a Fortune 500 company. Journal of Human Resources, 56(1), 73–92. https://doi.org/10.3368/jhr.56.1.0518-9489R1
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Fu, W., & Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China’s insurance company. Journal of Business Ethics, 124(2), 339–349. https://doi.org/10.1007/s10551-013-1876-y
Gerpott, F. H., Lehmann-Willenbrock, N., Wenzel, R., & Voelpel, S. C. (2021). Age diversity and learning outcomes in organizational training groups: The role of knowledge sharing and psychological safety. The International Journal of Human Resource Management, 32(18), 3777–3804. https://doi.org/10.1080/09585192.2019.1640763
Gonzalez, J. A., & DeNisi, A. S. (2009). Cross-level effects of demography and diversity climate on organizational attachment and firm effectiveness. Journal of Organizational Behavior, 30(1), 21–40. https://doi.org/10.1002/job.498
Guillaume, Y. R. F., Dawson, J. F., Woods, S. A., Sacramento, C. A., & West, M. A. (2013). Getting diversity at work to work: What we know and what we still don’t know. Journal of Occupational and Organizational Psychology, 86(2), 123–141. https://doi.org/10.1111/joop.12009
Guillon, O., & Cezanne, C. (2014). Employee loyalty and organizational performance: A crucial survey. Journal of Organizational Change Management, 27(5), 839–850. https://doi.org/10.1108/JOCM-02-2014-0025
Han, G. H., & Jekel, M. (2011). The mediating role of job satisfaction between leader-member exchange and turnover intentions. Journal of Nursing Management, 19(1), 41–49. https://doi.org/10.1111/j.1365-2834.2010.01184.x
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573–603. https://doi.org/10.1177/0149206311424943
Hargadon, A. B., & Bechky, B. A. (2006). When collections of creatives become creative collectives. Organization Science, 17(4), 484–500. https://doi.org/10.1287/orsc.1060.0200
Hausknecht, J. P., & Holwerda, J. A. (2013). When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance. Organization Science, 24(1), 210–225. https://doi.org/10.1287/orsc.1110.0720
Hewlett, S. A., Marshall, M., & Sherbin, L. (2013). How diversity can drive Innovation. Harvard Business Review. https://hbr.org/2013/12/how-diversity-can-drive-innovation
Holmes, O., Jiang, K., Avery, D. R., McKay, P. F., Oh, I.-S., & Tillman, C. J. (2021). A meta-analysis integrating 25 years of diversity climate research. Journal of Management, 47(6), 1357–1382. https://doi.org/10.1177/0149206320934547
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
Hong, J. F., Zhao, X., & Snell, R. S. (2019). Collaborative-based HRM practices and open innovation: A conceptual review. The International Journal of Human Resource Management, 30(1), 31–62. https://doi.org/10.1080/09585192.2018.1511616
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