This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identification of workers with both the organization and their ethnic group simultaneously (i.e., dual identity). We hypothesized that the indirect effects of multiculturalism on work outcomes via dual identity are stronger for minority and those of assimilation are stronger for majority. Data came from 261 employees who responded to an online survey. 77 were of foreign origin (minority group) and 184 were of Belgian origin (majority group). Both assimilation and multiculturalism relate positively to work-related outcomes for both groups. However, multiculturalism through dual identity has the most beneficial outcomes for workers of the minority group. Our findings highlight the need to take ethnic and identity issues in account when studying work outcomes in culturally diverse organizations.

中文翻译：

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多元文化主义和同化对工作相关成果的影响：少数族裔和多数工人群体之间的差异


本研究旨在获取有关如何管理工作中的种族多样性的知识，以提高少数和多数工人群体的工作成果。我们测试了一个模型，了解组织层面认可的同化和多元文化主义如何通过工人同时认同组织和族裔群体（即双重身份）所发挥的中介作用来预测工作满意度和辞职意向。我们假设，多元文化主义通过双重身份对工作成果的间接影响对少数群体来说更强，而同化对大多数人的影响更强。数据来自 261 名员工参与的在线调查。 77 人为外国血统（少数群体），184 人为比利时血统（多数群体）。同化和多元文化主义都与这两个群体的工作相关成果呈正相关。然而，通过双重身份实现的多元文化主义对少数群体工人来说是最有利的结果。我们的研究结果强调，在研究多元文化组织的工作成果时，需要考虑种族和身份问题。