Autocratic Leaders, Diversity Climate, and Employee Outcomes : The Role of Moral Values and Collectivism

Conducive forms of leadership have demonstrated the ability to improve diversity-related consequences, particularly a climate that supports differences as well as encouraging the inherent value of diverse employees. In this study, we aim to examine the mediating effects of diversity climate between the relationships of a form of Autocratic leadership and employee attitudes (organizational commitment, intention to quit, and job satisfaction). For this, we proposed a theoretical framework modifying the McCallaghan et. al. (2019) model to incorporate the complementary role of morality and collectivist culture. We also proposed that collectivism and moral values moderate the positive and significant effect of diversity climate on employee attitudes (organizational commitment, intention to quit, and job satisfaction), in a way the higher morality and collectivism, the more pronounced the impact of diversity climate on the outcomes. The target population for this survey was the general public in Pakistan, who are working at a different level. A total of 325 self-administered questionnaires were distributed. A PLS Smart methodology was employed to test the hypotheses and descriptive statistics were used to explore data characteristics. We found that Autocratic Leaders are a positive and significant impact on both diversity climate and Employee attitudes (organizational commitment, job satisfaction, and intention to quit). Results also seemed to have a positive and significant impact of Diversity Climate on Employee attitudes (organizational commitment, job satisfaction, and intention to quit). Moreover, Moral values seem to negatively moderate the effect of diversity climate on employee commitment and intention to quit, whereas positively moderate the effect of autocratic leaders on employee commitment. Collectivism also seems to weaken the effect of a diverse climate on job satisfaction. Results suggested that Pakistani organizations that are concerned about destructive leadership and its closely associated positive employee outcomes, should take note of the direct and indirect relationships between diversity climate and employee attitudes