ArticleFrontiers in psychology2021
Managing Diversity in the Chinese Organizational Context: The Impact of Workforce Diversity Management on Employee Job Performance.
Article in Frontiers in psychology, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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Who cites it
4 citing papers in PubMed, 14 citations in OpenAlex.
- Does Diversity Climate Matter? The More Respected I Feel, the Better I Can Do: Unravelling the Mechanisms Enabling Employees' Extra-Role Performance.Behavioral sciences (Basel, Switzerland) · 2024Article
- Managing the negative impact of workforce diversity: The important roles of inclusive HRM and employee learning-oriented behaviors.Frontiers in psychology · 2023Article
- Determinants of Social Commerce Usage and Online Impulse Purchase: Implications for Business and Digital Revolution.Frontiers in psychology · 2022Article
- The impact of entrepreneurial education on the propensity of business students to support new ventures: A moderated mediation model.Frontiers in psychology · 2022Article
Corrections and comments
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Authors and funding
4 authors at 2 institutions in 2 countries.
Funding
No grant is acknowledged in the PubMed record.
Abstract
The purpose of this study is to investigate the impact of workforce diversity management on employee job performance in the Chinese organizational context, considering the mediating effect of person-job match and employee commitment and the moderating effect of structural empowerment. Data were collected from 400 telecommunication sector employees in China. All hypotheses were tested through structural equation modeling (SEM). The findings of the study illustrated that workforce diversity management has a positive and significant impact on employee job performance. Furthermore, the results indicated that person-job match and employee commitment partially mediate the relationship between workforce diversity management and employee job performance. Moreover, structural empowerment directly affects employee job performance, whereas a moderating effect is also found in the relationship between workforce diversity management and employee job performance. Finally, implications and limitations are discussed.
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