Rasoul Mohi; Parivash Nourbakkhsh; Hossein Sepasi; Hossein Abdolmaleki
Abstract
The aim of this study was to explain the effect of diversity management on human resource productivity with the mediating role of organizational culture. This study is quantitative-qualitative in terms of research method and its type of purpose is applied with a structural equation modeling approach. ...
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The aim of this study was to explain the effect of diversity management on human resource productivity with the mediating role of organizational culture. This study is quantitative-qualitative in terms of research method and its type of purpose is applied with a structural equation modeling approach. The statistical population of the study consisted of 699 people who were selected in year of 2024 by stratified random method. The data collection tools included interviews and a researcher-made questionnaire for diversity management, an organizational culture questionnaire, and a human resource productivity questionnaire that were used. For analysis, considering the normality of the data distribution, structural equation modeling was used in PLS software. The findings showed that diversity management with a path coefficient of 0.35 and organizational culture with a path coefficient of 0.52 had a positive and significant effect on human resource productivity, and organizational culture with a path coefficient of 0.67 had a positive effect on diversity management. On the other hand, organizational culture with an indirect coefficient of 0.35 can play a mediating role in the relationship between diversity management and human resource productivity. Therefore, considering these findings and results, this research shows that giving importance to diversity management can improve human resource productivity and organizational culture.