Analyzing the Impact of Diversity Management on Innovative Behaviors Through Employee Engagement and Affective Commitment

Document Type : Research Paper


1 PhD Holder, Department of Management, Ferdowsi University of Mashhad, Mashhad, Iran

2 Professor, Department of Management, Ferdowsi University of Mashhad, Mashhad, Iran

3 Professor, Faculty of Education and Psychology, Ferdowsi University of Mashhad, Mashhad, Iran

4 Professor, Suleman Dawood School of Business, Lahore University of Management Sciences, Pakistan


This article aimed to analyze the direct and indirect impact of diversity management on innovative behavior through employee engagement and affective commitment. The sample used in this study came from a survey of 225 respondents who were employees of one of the prestigious universities in Mashhad. The data was gathered using a questionnaire and analyzed by structural equation modeling with Warp PLS 5. This research verified the direct effect of diversity management on employee innovative behavior. Moreover, results show that diversity management predicts employees’ affective commitment and employee engagement. The impact of affective commitment and employee engagement on employees’ innovative behavior was confirmed, too. The results show that diversity management, affective commitment, and employee engagement predict each phase of idea generation, idea promotion, and idea implementation. Based on this study, we recommend that human resource practices should institutionalize effective diversity management like training, employment, progression, and promotion. Furthermore, the high level of employee engagement and affective commitment could be considered by universities to increase innovative behavior. The current research addresses a gap in the current literature in the diversity management and innovative behavior context by employing different theoretical bases, including Social Exchange Theory and Institutional Theory.


Main Subjects

Article Title [فارسی]

بررسی تاثیر مدیریت تنوع بر رفتار نوآورانه از طریق تاثیر بر دلبستگی کارکنان و تعهد عاطفی

Authors [فارسی]

  • سیده فاطمه قاسمپور گنجی 1
  • فریبرز رحیم نیا 2
  • محمدرضا آهنچیان 3
  • جواد سید 4
1 دکتری، گروه مدیریت، دانشگاه فردوسی مشهد، مشهد، ایران
2 استاد، گروه مدیریت، دانشگاه فردوسی مشهد، مشهد، ایران
3 استاد، دانشکده علوم تربیتی و روانشناسی، دانشگاه فردوسی مشهد، مشهد، ایران
4 استاد، دانشگاه علوم مدیریت لاهور، پاکستان
Abstract [فارسی]

این مقاله به تجزیه و تحلیل تأثیر مدیریت تنوع بررفتارهای نوآورانه به واسطه متغیر دلبستگی کارمندان و تعهد عاطفی می پردازد. تحقیق حاضر با استفاده از نمونه ای متشکل از 225 نفر از کارکنان یکی از دانشگاه های معتبر ایران، مشهد با استفاده از مدل سازی معادلات ساختاری با Warp PLS5 انجام شده است. نتایج نشان داد که مدیریت تنوع بر تعهد عاطفی، دلبستگی کارکنان و رفتار نوآورانه کارکنان موثر است. تأثیر تعهد عاطفی و دلبستگی کارکنان بر رفتار نوآورانه کارکنان نیز تأیید شد. نتایج نشان می دهد که مدیریت تنوع، تعهد عاطفی و دلبستگی کارکنان بر روی هر یک از مراحل رفتار نوآورانه کارکنان همچون ایده پردازی، ارتقا و اجرای ایده موثرند. از اینرو پیشنهاد میشود که مدیریت تنوع می­بایست در اقدامات منابع انسانی نهادینه شوند. علاوه بر این، فراهم آوردن سطح بالایی از دلبستگی کارکنان و تعهد عاطفی توسط شرکتها می تواند در جهت افزایش رفتارهای نوآورانه مورد توجه قرار گیرد. همچنین پژوهش حاضر با ترکیبی از نظریه مبادله اجتماعی و نظریه نهادی، به شکاف موجود در دانش فعلی در مدیریت تنوع و رفتارهای نوآورانه پرداخته است.

Keywords [فارسی]

  • مدیریت تنوع
  • رفتارهای نوآورانه
  • دلبستگی کارکنان
  • تعهد عاطفی
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