초록 열기/닫기 버튼
Many research issues are continuously derived from the relationship between dissimilarity and employee attitudes. One of those issues is investigation into the intervening process or linking process between two variables, which is the research stream that tries to identify potential moderators and mediators. However, the studies about this issues are still insufficient and exposed to the critics expressing this intervening process as black box. Therefore, studies about this intervening process are necessary. In this context, this study assumes discrimination perception as a mediator and perceived complementarity as a moderator on the relationship between perceived dissimilarity and employee attitudes including turnover intention and group attractiveness. The result indicates that discrimination perception and perceived complementarity has partly significant effects and these can be the intervening variables of dissimilarity and its outcomes.
