Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match
The purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the asso...
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Online Access: | https://doi.org/10.1177/2158244020903402 |
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doaj-3ce5ecb2a1ee4b2b8b9982271afa8a002020-11-25T03:23:35ZengSAGE PublishingSAGE Open2158-24402020-01-011010.1177/2158244020903402Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job MatchWenjing Li0Xuhui Wang1Md Jamirul Haque2Muhammad Noman Shafique3Muhammad Zahid Nawaz4Dongbei University of Finance and Economics, Dalian, ChinaDongbei University of Finance and Economics, Dalian, ChinaDongbei University of Finance and Economics, Dalian, ChinaDongbei University of Finance and Economics, Dalian, ChinaDongbei University of Finance and Economics, Dalian, ChinaThe purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the association between workforce diversity management and employees’ outcomes (job satisfaction and job performance). Structured questionnaires were sent to employees working in five-star hotels in China. In total, 324 valid responses were analyzed through AMOS-SEM to draw the statistical conclusion. Overall, results revealed that workforce diversity management is positively related to a person’s job match, job satisfaction, and job performance. Next, a person’s job match is positively related to job satisfaction and job performance, in particular a person’s job match mediates the relationship between workforce diversity management and employees’ outcomes. Most of the studies in the area of workforce diversity management focused on the management of diversity such as age, gender, race, and ethnicity from American perspective. This could be among rare studies which investigate another aspect of workforce diversity management, such as management of diversity on the basis of skills, knowledge, interest, and preferences of employees from the Chinese perspective.https://doi.org/10.1177/2158244020903402 |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Wenjing Li Xuhui Wang Md Jamirul Haque Muhammad Noman Shafique Muhammad Zahid Nawaz |
spellingShingle |
Wenjing Li Xuhui Wang Md Jamirul Haque Muhammad Noman Shafique Muhammad Zahid Nawaz Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match SAGE Open |
author_facet |
Wenjing Li Xuhui Wang Md Jamirul Haque Muhammad Noman Shafique Muhammad Zahid Nawaz |
author_sort |
Wenjing Li |
title |
Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match |
title_short |
Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match |
title_full |
Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match |
title_fullStr |
Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match |
title_full_unstemmed |
Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match |
title_sort |
impact of workforce diversity management on employees’ outcomes: testing the mediating role of a person’s job match |
publisher |
SAGE Publishing |
series |
SAGE Open |
issn |
2158-2440 |
publishDate |
2020-01-01 |
description |
The purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the association between workforce diversity management and employees’ outcomes (job satisfaction and job performance). Structured questionnaires were sent to employees working in five-star hotels in China. In total, 324 valid responses were analyzed through AMOS-SEM to draw the statistical conclusion. Overall, results revealed that workforce diversity management is positively related to a person’s job match, job satisfaction, and job performance. Next, a person’s job match is positively related to job satisfaction and job performance, in particular a person’s job match mediates the relationship between workforce diversity management and employees’ outcomes. Most of the studies in the area of workforce diversity management focused on the management of diversity such as age, gender, race, and ethnicity from American perspective. This could be among rare studies which investigate another aspect of workforce diversity management, such as management of diversity on the basis of skills, knowledge, interest, and preferences of employees from the Chinese perspective. |
url |
https://doi.org/10.1177/2158244020903402 |
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