Does supporting cultural diversity benefit only Māori? A study of Māori and Pākehā employees

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dc.citation.volumeLatest Articles
dc.contributor.authorHaar J
dc.contributor.authorSpiller C
dc.contributor.authorMika J
dc.contributor.authorRout M
dc.contributor.authorReid J
dc.date.accessioned2024-06-05T23:13:08Z
dc.date.available2024-06-05T23:13:08Z
dc.date.issued2024-02-05
dc.description.abstractMāori are the Indigenous people of Aotearoa but experience workplace disadvantages including high discrimination, lower pay, and greater unemployment. This study uses psychological contracts theory to explore employee perceptions of a set of mutual obligations and implicit promises from their employer around supporting Māori employees. Cultural diversity promise fulfilment (CDPF) focuses on the way firms provide Māori cultural representation, seeks broad inputs from Māori, and work to eliminate bias against Māori. We empirically test CDPF on 165 Māori and 729 Pākehā. We include Pākehā because theoretically, under social exchange theory, all employees might react positively to employer support for a disadvantaged group. We test a moderated mediation model and find support with CDPF being significantly related to job satisfaction, cultural wellbeing, and turnover intentions, with the former mediating CDPF effects to turnover. Next, moderation effects are found (Māori versus Pākehā) but with mixed support. However, moderated mediation effects are supported with Māori employees reporting a stronger indirect effect from CDPF than Pākehā, through both mediators (job satisfaction and cultural wellbeing). The paper establishes the importance of CDPF and helps build the arguments for diversity support.
dc.description.confidentialfalse
dc.format.pagination1-20
dc.identifier.citationHaar J, Spiller C, Mika J, Rout M, Reid J. (2024). Does supporting cultural diversity benefit only Māori? A study of Māori and Pākehā employees. Journal of the Royal Society of New Zealand. Latest Articles. (pp. 1-20).
dc.identifier.doi10.1080/03036758.2024.2306980
dc.identifier.eissn1175-8899
dc.identifier.elements-typejournal-article
dc.identifier.issn0303-6758
dc.identifier.urihttps://mro.massey.ac.nz/handle/10179/69744
dc.languageEnglish
dc.publisherTaylor and Francis Group on behalf of the Royal Society of New Zealand
dc.publisher.urihttps://www.tandfonline.com/doi/full/10.1080/03036758.2024.2306980
dc.relation.isPartOfJournal of the Royal Society of New Zealand
dc.rights(c) The author/sen
dc.rights.licenseCC BY-NC-NDen
dc.rights.urihttps://creativecommons.org/licenses/by-nc-nd/4.0/en
dc.subjectCultural diversity promise fulfilment
dc.subjectpsychological contracts
dc.subjectMāori
dc.subjectPākehā
dc.subjectturnover intentions
dc.titleDoes supporting cultural diversity benefit only Māori? A study of Māori and Pākehā employees
dc.typeJournal article
pubs.elements-id486599
pubs.organisational-groupOther
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