隨著組織多樣化的程度越來越高，多樣化管理在近年已成為各組織相當重 視的課題。過去雖有研究顯示多樣化會為組織帶來許多好處，但也有研究指出 多樣化對組織也有負面影響。本研究檢驗無身份意識(identity-blind, IB)與有身 份意識(identity-conscious, IC)等多樣化管理措施，是否會分別透過菁英主義思維 與知覺多元氣候之中介作用而影響員工的工作歸屬感。並接著檢驗程序公平是 否會對多樣化管理透過菁英主義思維與知覺多元氣候影響工作歸屬感的過程產 生調節效果。 本研究收集 25 家台灣企業員工共 268 份有效問卷，結果發現 (1)無身份意 識(IB)措施會透過員工知覺多元氣候正向影響員工的工作歸屬感;(2)有身份意 識(IC)措施會透過員工知覺多元氣候正向影響員工的工作歸屬感。至於菁英主 義思維的中介效果與知覺程序公平的調節效果均未檢驗出顯著效果。本研究之 研究結論、理論貢獻、管理意涵、研究限制與未來研究建議，都在本文最後進 行討論。;Diversity management has become a topic of considerable importance to organizations in recent years as organizations become more diverse. While some studies have shown that diversity can bring many benefits to organizations, others have pointed out that it can also have negative effects on organizations. This study examines whether identity-blind (IB) and identity-conscious (IC) diversity management practices affect employees′ sense of belonging through the mediating effects of meritocracy belief and perceived diversity climate, respectively. The study also examines whether perceived procedural justice moderates the effect of diversity management on employees′ sense of belonging through meritocracy belief and perceived diversity climate. In this study, 268 valid questionnaires were collected from employees of 25 Taiwanese companies, and the results showed that (1) measures without identity awareness (IB) positively affected employees′ sense of belonging through their perceived diversity climate; (2) measures with identity awareness (IC) positively affected employees′ sense of belonging through their perceived diversity climate. As for the mediating effect of meritocracy belief and the moderating effect of perceived procedural justice, no significant effects were tested. The findings, theoretical contributions, managerial implications, research limitations, and future research recommendations of this study are discussed at the end of this paper.
