HR Science Forum
Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job-Pursuit Intentions
Article first published online: 25 MAR 2013
© 2013 Wiley Periodicals, Inc.
Human Resource Management
Volume 52, Issue 2, pages 175–193, March/April 2013
How to Cite
Avery, D. R., Volpone, S. D., Stewart, R. W., Luksyte, A., Hernandez, M., McKay, P. F. and Hebl, M. R. (2013), Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job-Pursuit Intentions. Hum. Resour. Manage., 52: 175–193. doi: 10.1002/hrm.21524
- Issue published online: 25 MAR 2013
- Article first published online: 25 MAR 2013
- job-pursuit intentions;
- organizational value of diversity;
- identity affirmation;
- other-group orientation
Organizations must target talented applicants, who will often be demographically diverse, to attract the most competent and competitive workforce possible. Despite the bottom-line implications of attracting the best and brightest, surprisingly little is known about how and why diversity recruitment strategies affect recruitment outcomes (e.g., job-pursuit intentions). To gain insight into this question, we conducted an initial experimental study (N = 194) to test the premise that other-group orientation moderates the relationship between perceived organizational value of diversity and job-pursuit intentions. In a follow-up experiment (N = 255), identity affirmation was examined as the mediating mechanism for the interaction observed in the first study. Mediated moderation analyses supported the proposed model. Collectively, the studies indicate that job seekers high in other-group orientation are more intent on pursuing employment with organizations deemed to value diversity because they feel that their salient identities are likely to be affirmed. No such indirect effect is present for those lower in other-group orientation.