Design and Explaining Impact Model of Diversity Management on Organizational Commitment

The aim of present study is to design and explaining impact model of diversity management on organizational commitment according to the role of employee s perceptions of Organizational Justice. Statistical Community of research was all of the managers and employees in Sistan and Baluchestan Telecommunication Company that a sample ofemployees by the method of random sampling was selected. Method of research is structural equation modeling. Data gathering tool was questionnaires and interviews. Reliability was determined by the method of Cronbach s alpha; and Validity determined by Discover Factor Analyze and Confirmatory Factor Analyze techniques. Covariance and structural analysis techniques were performed for data analysis by using LISREL software. Results indicate that: Diversity management has positive and significant impact by the level of 0.01 on the employees organizational commitment. Diversity management through employees perceptions from organizational justice has positive and significant impact by the level of 0.01 on employees organizational commitment. Diversity management on employees perceptions from organizational justice has positive and significant impact by the level of 0.01. Employees perceptions from organizational justice on employees organizational commitment have positive and significant impact by the level of 0.01. Structural Research Model has fitness and ability to applying it.