Employees’ Perception of Diversity and Organization Identification.

The concept of diversity has moved from the field's periphery to its center, where it is now a focal point for both academic research and practical applications (Khatib et al., 2020; Muithya & Kilika, 2019; Buengeler et al., 2021; Roberson, 2019; Yang & Matz-Costa, 2017). For instance, it is anticipated that the population of racial and ethnic minority groups in the United States will increase from 112 million to 213 million over the next four decades. (Lichter, 2013). Companies have thus been compelled to reevaluate their objectives and reorganize their methods of operation in order to bring them in line with the workforce's ever-changing demographics. The impact of employees' perceptions of the level of workplace diversity dimensions such as race, ethnicity, age, and gender on their organization identification has not received sufficient attention in workplace diversity research (Cole et al., 2016; Luijters et al., 2008). Both the effect of diversity management techniques on employee behavior and the effect of diversity perception on organizational identification have been studied previously (Tufan & Wendt, 2020; Cole et al., 2016; Allen, 1995; Mousa et al., 2020). Consequently, the purpose of this study is to address this significant gap in the literature. In addition, the aim of this study is to determine the extent to which cultural differences between the United States and France influence the nature of this relationship, as no previous research found has examined this topic. From this, the following are the main research questions: 1: How does employees’ perception of diversity (race, ethnic, age, gender) in their organization affect their organization identification?2: To what extent are diversity (race, ethnic, age, gender) issues perceived differently by employees in the United States compared to employees in France? The quantitative method was chosen because it provides the ability to collect a large amount of data from a diverse sample in a short amount of time (Hox & Boeije, 2005) and gives a structure for examining the relationship between variables and evaluating the strength and direction of interactions (Bryman & Bell, 2015). A survey was created through Qualtrics and distributed. The survey sample consisted of French and American people residing and working in their respective countries. The survey sample consisted of 438 respondents who filled out the questionnaire. The significant gender diversity findings of this study suggest that higher levels of gender diversity in an organization are associated with employee identification with their company. No other diversity dimension was significant, and neither was nationality as a moderator. The findings of the study emphasize the importance of gender diversity and the need to develop inclusive policies and supportive environments that embrace and celebrate diversity in all of its dimensions (Wang & Fang, 2020).