Impact of relational differences on supervisor/subordinate dyad

Purpose – Prior research indicates that workplace diversity negatively impacts the job satisfaction and organizational commitment levels of minority workers. This study investigates the impact of age and gender diversity between human resources (HR) professionals and their supervisors on the satisfaction and commitment levels of the professionals. Design/methodology/approach – Data from 279 HR professionals employed by large US manufacturers were collected using a traditional mail methodology and were analyzed using ANOVA. Findings – Neither age differential, gender differential nor age and gender differential interaction were found to impact the job satisfaction and organizational commitment levels of HR professionals. Research limitations/implications – Although it appears that the number of females and, in particular, female supervisors is under represented in the sample, it is likely that the sample accurately reflects the current status of the manufacturing labor force. Practical implications – The negative impact on supervisor/subordinate relationships of demographic differences may be mitigated through the implementation of diversity management strategies, such as those adopted by HR professionals. Originality/value – These unexpected findings may be attributed to the heightened awareness of diversity‐related legislation and regulation on the part of HR professionals. Additionally, HR professionals as a group are likely more attuned to the potential negative impact of workplace diversity and more skilled in applying workplace strategies to minimize the negative impact of such diversity.