Despite public administration’s growing interest in personnel diversity and ethical leadership, little is known about the effectiveness of ethical leadership in managing diverse public workforces. Can ethical leadership moderate the relationships between demographic diversity and key organizational outcomes? To answer, we synthesize four theories about demographic diversity, ethical leadership, and inclusion: social categorization theory, social exchange theory, social learning theory, and optimal distinctiveness theory. These theories illuminate the interrelationships between diversity, ethical leadership, and two types of collective organizational outcomes: affective commitment climate and race-based employment discrimination. Using panel data from the US federal government, feasible generalized least squares models indicate that racial diversity is negatively related to affective commitment climate and positively related to race-based employment discrimination. The results also show that ethical leadership beneficially moderates the associations of racial diversity with the two organizational outcomes. These findings suggest that ethical leadership aids public managers and personnel in racially diverse public agencies.

中文翻译：

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调节多样性、集体承诺和歧视：道德领袖在公共部门的作用

尽管公共行政部门对人员多样性和道德领导力越来越感兴趣，但人们对道德领导力在管理多元化公共劳动力方面的有效性知之甚少。道德领导可以调节人口多样性和关键组织成果之间的关系吗？为了回答这个问题，我们综合了关于人口多样性、伦理领导力和包容性的四种理论：社会分类理论、社会交换理论、社会学习理论和最优独特性理论。这些理论阐明了多样性、道德领导力和两种集体组织成果之间的相互关系：情感承诺氛围和基于种族的就业歧视。使用来自美国联邦政府的面板数据，可行的广义最小二乘模型表明，种族多样性与情感承诺气氛负相关，与基于种族的就业歧视正相关。结果还表明，道德领导有益地缓和了种族多样性与两种组织结果的关联。这些发现表明，道德领导有助于种族多元化公共机构的公共管理者和人员。