Suleman Dawood School of Business (SDSB) is organising a PhD Management Dissertation Defense.
August 16, 2024
Time:
3 PM
Faculty Lounge (4th floor, SDSB Building)
Dissertation Title: “Subject to Perceptions: The Outcomes of Perceived Dissimilarity at The Workplace” by Fareed ud Din Farooq Qureshi, Candidate PhD Management
Date: August 16, 2024 - Friday
Time: 3:00 p.m.
Venue: Faculty Lounge – 4th floor, SDSB
Zoom link: https://lums-edu-pk.zoom.us/j/92262233799?pwd=vH5UF7tv3uNxSS0cWyBXrf6LxmlDYa.1
Meeting ID: 922 6223 3799
Passcode: 832758
Dissertation Defence Committee
Dr Arif Nazir Butt - Supervisor and Chair
Dr Muhammad Abdur Rahman Malik – Member SDSB
Dr Muhammad Adeel Zaffar – Member SDSB
Dr Tariq Jadoon ‐ Member (LUMS)
Dr Muhammad Abbas - External Examiner (FAST)
Abstract
In recent years, increased workplace diversity has been a significant concern for managers. The majority of diversity research has focused on objective dissimilarities, such as demographic or visual differences. Deep-level differences, often known as non-visible differences, are an additional aspect of diversity that is gaining traction in the scholarly community. Since each individual views such variations/differences via a different lens, deep-level differences are also called subjective differences. This study examines the extent to which an individual's perceptions of dissimilarity, as they pertain to religious ideology and socioeconomic class, influence his or her identity disclosure behaviour in the workplace.
This study investigates the relationship between dissimilarity perceptions, identity disclosure behaviour and perceptions of workplace ostracism, and the role of moderators such as perceptions of psychological safety climate, trait extraversion and openness to experience, and diversity focused HR practices. The study is grounded in the Social Identity Theory and involves a sample of 327 employees from various industries in Pakistan. Data was collected through self-reported questionnaires and analysed using Structural Equation Modelling, and PROCESS macro in SPSS.
The findings of the study indicate a negative relationship between dissimilarity perceptions and identity disclosure behaviour, which is moderated by perceptions of psychological safety climate and trait extraversion and openness to experience. Moreover, the study also found a positive relationship between identity disclosure behaviour and perceptions of workplace ostracism, which is moderated by perceptions of diversity focused HR practices. Theoretical implications of the study suggest that individual differences and diversity management practices play a significant role in shaping workplace behaviour.
The practical implications of the study highlight the importance of creating a work environment that promotes positive social identity processes, fosters positive workplace behaviour, and promotes diversity management practices. Furthermore, organizations need to develop effective diversity management strategies that can mitigate the negative effects of identity disclosure at the workplace. The study’s limitations include the use of self-reported data resulting in the possibility of common-method bias. This was minimized by employing multi-wave data collection. Future research can involve a larger and more diverse sample to test the generalizability of the findings. Overall, this study contributes to the understanding of identity disclosure behaviour in the workplace and its implications for individuals and organizations.
