In the current study, it is aimed to determine the effect of diversity management on organizational socialization in tourism enterprises. For this purpose, a questionnaire was conducted with 215 employees who work in hotel enterprises with tourism operation certificate. Regression and correlation analysis were performed using the data obtained from the survey. Analysis results reveal that the diversity management practices in hotel enterprises positively affect the dimensions of organizational socialization, and organizational socialization dimensions are significantly explained by the diversity management dimensions. In addition, according to the correlation analysis results, there is a high positive correlation between diversity management and organizational socialization. In this context, the positive management of employee differences within the organization and non-discriminative approach positively affects the relationships of the employees with other and can increase their level of organizational socialization through job adaptation.
TopBackground
The concept of diversity in organizational context began to be taken into notice and discussed in the academic and business world as of the 1990s. Diversity is expressed as “the spice of life”, and everyone agrees that differences are needed. Nevertheless, the actual matter in organizations is not about the existence of diversity, but about how we utilize this concept within the organization when there is polarization, conflict and incompatibility among employees. Therefore, diversity management emphasizes valuing and promoting individual differences so that all employees can reach their maximum potential, with the exception of equal and legal compliance-oriented employment opportunities for all (Mehra and Sharma, 2018, p. 1). Diversity management is defined as the recognition and acknowledgment of the fact that there are differences among employees and that if employees are properly managed taking into consideration those differences, they will become more efficient and effective in the workplace (Bartz et al., 1990, p. 321). Keil et al. defined diversity management as an effective and conscious development of a strategic, communication-oriented, added value providing management process that is focused on the future, guided by value and includes the acceptance and utilization of certain differences and similarities within an organization.
In our day and time, rather than the quality of the work itself, the differences of the employees who will perform the work have become more prominent within organizations and the effective management of the differences by organizations has turned into a matter of great importance. Accordingly, organizations that are able to manage the differences effectively can encourage employees’ organizational socialization, creativity and lead them to engage in innovative behaviors, and thus, contribute to the organizations’ productivity and gaining of competitive advantage.