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This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identification of workers with both the organization and their ethnic group simultaneously (i.e., dual identity). We hypothesized that the indirect effects of multiculturalism on work outcomes via dual identity are stronger for minority and those of assimilation are stronger for majority. Data came from 261 employees who responded to an online survey. 77 were of foreign origin (minority group) and 184 were of Belgian origin (majority group). Both assimilation and multiculturalism relate positively to work-related outcomes for both groups. However, multiculturalism through dual identity has the most beneficial outcomes for workers of the minority group. Our findings highlight the need to take ethnic and identity issues in account when studying work outcomes in culturally diverse organizations.

The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers