Impact of marketing work-place diversity on employee job involvement and organizational commitment

Much of the debate about managing work-force diversity concerns the rationa le for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in di versity initiatives; they examined which of 6 diversity arguments (T. H. Co x & S. Blake, 1991) were most often used by U.S. firms and accepted by empl oyees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job invol vement and organizational commitment, even though the respondents ranked th e resource-acquisition argument as the most acceptable. The authors also fo und that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs.