Worksite Segregation and Performance-Related Attitudes

Abstract

This article explores the effects of structural inequality on organizational outcomes by examining the relationship between worksite segregation and performance-related attitudes by gender, race, and ethnicity. We use a new data set based on detailed surveys of 21,000 U.S. employees among 207 worksites in 14 companies gathered between 2001 and 2006. To measure workplace segregation, the study used the Duncan dissimilarity index and composition measures in a multilevel model, estimating their relationship to performance-related attitudes (company loyalty, willingness to work hard, perceived company fairness, and turnover intention) among Whites, Blacks, Hispanics, and Asians, separately for men and women within each of these groups. The key finding is that worksite segregation is linked to worse performance-related attitudes for Black, Hispanic, and Asian males, but is generally not linked to such attitudes for the female groups. These results illustrate the effects that segregation can have on organizations and suggest directions for further research that explores the mechanisms connecting diversity to performance-related outcomes.

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