Studinging the Effects of Diversity Management on Behavioral Outcomes, with an Emphasis on the Moderating Role of Organizational Culture in Iran's Steel Industry
The present study aims to analyze the effects of diversity management (DM) and its approaches on behavioral outcomes (job satisfaction, job involvement, OCB, turnover intention, and talented worker attraction), with an emphasis on the moderating role of organizational. According to the Cochran’s formula, this study sample comprises 383 employees of four Steel companies in Yazd province; which have been selected randomly. Data were collected through questionnaires such as diversity management, organizational culture and behavioral outcomes, with values of reliability (and validity) 0.91 (0.81), 0.96 (0.53) and 0.83 (0.54), respectively. Data analysis was conducted using PLS-based SEM by Smart-PLS2. The results showed that DM and its strategies has a positive effect on behavioral outcomes such as job satisfaction, job involvement, OCB, and talented worker attraction, and have a negative effect on employees turnover intention. Unlike the Reactive and Compliance DM, Proactive DM has had a significant effect on all behavioral outcomes. The moderating role of the team and rational culture has also been verified.
Organizational Culture Management, Volume:15 Issue:43, 2017
43 - 68  
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