Diversity management and human resources productivity: Mediating effects of perceived organizational attractiveness, organizational justice and social identity in Isfahan’s steel industry

Document Type : Research Paper


1 Department of Management , University of Ardakan

2 Faculty of Administrative sciences, University of Isfahan


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.


Main Subjects

Article Title [فارسی]

مدیریت تنوع و بهره وری منابع انسانی: اثرات میانجی جذابیت سازمانی ادراک شده، عدالت سازمانی ادراک شده و هویت اجتماعی ادراک شده در صنعت فولاد اصفهان

Authors [فارسی]

  • محمد شاکر اردکانی 1
  • مهدی ابزری 2
  • علی شائمی 2
  • سعید فتحی 2
1 گروه مدیریت، دانشگاه اردکان
2 دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان
Abstract [فارسی]

به اذعان اکثر محققان و صاحب‌نظران، بهره‌وری منابع انسانی مهم‌ترین عامل در کسب‌وکار و اقتصاد مقاومتی است. از طرف دیگر، تنوع نیروی کار یکی از مهم‌ترین چالش‌های قرن حاضر می‌باشد؛ و شاید مهم‌تر از خود تنوع برای مدیران، مدیریت تنوع منابع انسانی به‌منظور حداکثر سازی بهره‌وری منابع انسانی است. پژوهش حاضر باهدف تحلیل اثرات مدیریت تنوع و رویکردهای آن بر بهره‌وری منابع انسانی با تأکید بر نقش متغیرهای میانجی ادراکی شامل جذابیت سازمانی، عدالت سازمانی و هویت اجتماعی در فولاد مبارکه اصفهان و ذوب‌آهن اصفهان انجام گردیده است. نمونه آماری این پژوهش بر مبنای قاعده حجم نمونه در مدل‌سازی معادلات ساختاری 500 نفر از کارکنان شرکت‌های فولاد مبارکه و ذوب‌آهن اصفهان بوده است. تجزیه‌وتحلیل داده‌های پژوهش از طریق مدل‌سازی معادلات ساختاری و تحلیل مسیر توسط نرم‌افزار لیزرل 8.8 انجام شد. نتایج پژوهش ضمن تأیید مدل مفهومی پژوهش، نقش و تأثیر مدیریت تنوع بر بهره‌وری منابع انسانی و همچنین نقش میانجی ادراک از جذابیت سازمانی، ادراک از عدالت سازمانی و ادراک از هویت اجتماعی را تأیید نموده است.

Keywords [فارسی]

  • مدیریت تنوع
  • بهره‌وری منابع انسانی
  • جذابیت سازمانی
  • عدالت سازمانی
  • هویت اجتماعی
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