This study aims at expanding research on the antecedents, consequences, and boundary conditions associated with racial/ethnic discrimination in workplaces.
We collected longitudinal data from 826 employees affiliated with eight Canadian governmental organizations. Structural equation modeling was used to test the hypotheses through Mplus 7.4.
Social dominance orientation (SDO) moderated the relationship between psychological climate for diversity and perceived racial/ethnic workplace discrimination (REWD): the relationship was negative among low-SDO employees and turned positive among high-SDO employees. Additionally, perceived REWD was positively related to prosocial voice behavior among low-SDO employees but negatively among high-SDO employees. Furthermore, the indirect effect of climate for diversity on prosocial voice was positive for high-SDO employees but negative for low-SDO employees.
There has been little research examining the relationship between psychological climate for diversity and REWD. We show that a positive diversity climate lowers perceived REWD, with employee SDO as a key moderator. Additionally, we respond to calls to explore the behavioral implications of workplace discrimination and examine the relationship between perceived REWD and employee voice. We show that the nature of this relationship depends on employees’ SDO level.
