Influence of Organizational Culture on Diversity Management in a Work Context: the Mediating Effect of Supervisor Support

Objective: To analyze the mediating effect of supervisor support in the relationship between organizational culture and diversity management in the workplace. Theoretical Framework: This study is based on the Competing Values Framework, which posits that organizational culture encompasses a set of assumptions that are learned and shared by members of an organization. The type of culture influences the level of support provided by supervisors to their team members, which in turn affects how individual differences are perceived and managed. Method: The research employed a quantitative methodology and included 194 participants. Data were collected using the Organizational Culture Assessment Instrument, Organizational Diversity Inventory, and Supervisor Support Scale. Results: Clan culture and adhocracy culture influence the support provided by supervisors to their employees and the way workplace diversity is managed. Additionally, it was found that when supervisor support is introduced into the model as a mediating variable, the effects of clan and adhocracy cultures become insignificant, indicating a full mediation effect. Practical Implications: Raising awareness among leaders about the importance of effectively managing individual differences among employees, as this not only serves as a survival lever for any organization but also contributes to achieving a competitive advantage over competitors. Originality: It is relevant to reflect on why the importance attributed to supervisor support outweighs the importance attributed to organizational culture, considering that culture conveys a sense of identity that enables employees to align with the organization’s values.