Abstract:
Acknowledged by most researchers and scholars, human resource productivity is the most important factor in the resistive economy and business. On the other hand, Workforce diversity is one of the major challenges of this century; and perhaps for managers, managing diversity is more important than seeking diversity to maximize the human resource productivity. The present study aims to analyze the effects of diversity management and its approaches on HR productivity, with an emphasis on the role of cognitive mediator variables, including perceived organizational attractiveness, organizational justice, and social identity in the Mobarakeh Steel and Isfahan Steel companies of Iran. According to the sample size formula in Structural Equation Modeling, this study sample comprises 500 employees. Data analysis was conducted using SEM and path analysis by LISREL8.8. The results of this study confirmed the conceptual model: the effects of diversity management on human resource productivity. The mediator role of perceived organizational attractiveness, perceived organizational justice, and perceived social identity, has also been verified.
Machine summary:
Diversity management and human resources productivity: Mediating effects of perceived organizational attractiveness, organizational justice and social identity in Isfahan’s steel industry Mohammad Shaker Ardakani1, Mehdi Abzari2, Ali Shaemi2, Saied Fathi2 1.
The present study aims to analyze the effects of diversity management and its approaches on HR productivity, with an emphasis on the role of cognitive mediator variables, including perceived organizational attractiveness, organizational justice, and social identity in the Mobarakeh Steel and Isfahan Steel companies of Iran.
8. The results of this study confirmed the conceptual model: the effects of diversity management on human resource productivity.
From the external perspective, a diverse workforce is a competitive tool (Magoshi & Chang, 2009) that leads to competitive advantage and improves organizational and human resource productivity (HRP).
Also, taking into account the importance and positive effects that DM can provide for companies, this study aims to investigate the effects of DM and its strategies on HRP, focusing on the mediating role of perceived organizational attractiveness, perceived organizational justice, and perceived social identity in the Mobarakeh Steel and Isfahan Steel companies in Iran.
Theoretical literature and Framework Human Resource Management (HRP) Organizational productivity measures how well an organization function and also an indication of efficiency and competition of a single or department.
Diversity Management Perceptional Variables Human Resource Productivity Proactive DM Job Satisfaction Reactive DM Compliance DM Turnover Intention OCB Job Involvement Fig. 2.