Within Europe, and, indeed, globally, it would seem that for many people a renewed significance now attaches to their national identities. Although ongoing tendencies of re-nationalization and national protectionism are observable in many countries worldwide, management research and organization studies have largely overlooked this phenomenon until now. While previous research on origin-based exclusion in the workplace has primarily focused on “culture” and “race”, this article for the first time, centers on the political concept of “nationality”. Broadening the unidimensional understanding of diversity climates, we derive and validate a two-dimensional nationality-based organizational climate inventory (NOCI), consisting of the distinct dimensions “social exclusion” and “job- and career-related exclusion”. While “social exclusion” has a direct positive impact on the foreign employees’ intention to leave, the positive impact of “job confinement” is mediated by the affected individual’s decline in “organizational commitment”.

中文翻译：

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工作中的民族主义：引入“基于民族的组织气候清单”，并评估其对外国员工离职意图的影响

在欧洲乃至全球范围内，对于许多人来说，现在似乎重新赋予了他们的民族认同。尽管在世界范围内许多国家都可以观察到重新国有化和国家保护主义的趋势，但是直到现在，管理研究和组织研究在很大程度上都忽略了这一现象。尽管先前关于工作场所中基于种族的排斥的研究主要集中在“文化”和“种族”，但本文还是首次以“国籍”的政治概念为中心。拓宽对多样性气候的一维理解，我们得出并验证了一个基于国籍的二维组织气候清单（NOCI），该清单由不同的维度“社会排斥”和“与工作和职业有关的排斥”组成。