The purpose of this article is to examine the role of a workgroup’s openness to diversity (WOD) in shaping employees’ perception of human resources practices (HRPs), by focusing primarily on three types of diversity, namely visible diversity, value diversity and informational diversity. The study also examines the moderating effect of group membership on the relationship. Cross-sectional data through a survey of 533 employees of various leading information technology (IT) companies in India are used. The results suggest that a workgroup’s openness to diversity is a strong determinant of the perception of HRPs. It is observed that the workgroup’s openness to visible diversity has no significant impact on the perception of HRPs, whereas openness to value and informational diversity has a significant positive impact. The results also show that group membership moderates the relationship. In terms of the originality of this study, we contend that, to date, there is a paucity of empirical studies linking a workgroup’s openness to diversity with the perception of HRPs. Hence, the present study addresses this gap by examining the relationship, as well as the boundary conditions on this relationship.

本文的目的是通过主要关注三种类型的多样性，即可见性多样性，价值多样性和信息多样性，来研究工作组对多样性的开放性（WOD）在塑造员工对人力资源实践（HRP）的感知中的作用。 。该研究还研究了团体成员关系对关系的调节作用。使用了通过对印度各种领先信息技术（IT）公司的533名员工进行的调查得出的横截面数据。结果表明，工作组对多样性的开放性是对HRP感知的强烈决定因素。可以看出，工作组对可见多样性的开放性对HRP的感知没有显着影响，而对价值和信息多样性的开放性则具有显着的积极影响。结果还表明，小组成员关系可以缓和这种关系。就这项研究的独创性而言，我们认为，迄今为止，缺乏将工作组对多样性的开放性与HRP感知联系起来的实证研究。因此，本研究通过检查这种关系以及这种关系的边界条件来解决这一差距。