Getting to diversity: an examination of the antecedents and outcomes of resistance to diversity-related organizational change

Purpose The purpose of this study was to investigate the contributors to individual resistance to diversity-related organizational change (DROC) and how it might be reduced. Design/methodology/approach From survey data collected through three separate samples of the US population, the study tested the antecedents and outcomes of resistance to DROC and the moderating effect of organizational justice on these relationships. Findings Findings reveal that attitudes about workplace diversity are influenced by individual factors (sex and race), which in turn are significantly related to individual resistance to DROC. Independently, organizational justice moderated the effects of employee attitudes and perceived threats on resistance to DROC, suggesting that resistance is increased when employees perceive they are treated justly. Originality/value This is the first known study to investigate resistance to DROC as well as its potential antecedents and outcomes. Findings suggest that organizational justice is an important consideration in implementing DROC.