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首页> 外文期刊>SAGE Open >Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match
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Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match

机译：劳动力多样性管理对员工结果的影响：测试一个人的工作比赛的调解作用

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摘要

The purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the association between workforce diversity management and employees’ outcomes (job satisfaction and job performance). Structured questionnaires were sent to employees working in five-star hotels in China. In total, 324 valid responses were analyzed through AMOS-SEM to draw the statistical conclusion. Overall, results revealed that workforce diversity management is positively related to a person’s job match, job satisfaction, and job performance. Next, a person’s job match is positively related to job satisfaction and job performance, in particular a person’s job match mediates the relationship between workforce diversity management and employees’ outcomes. Most of the studies in the area of workforce diversity management focused on the management of diversity such as age, gender, race, and ethnicity from American perspective. This could be among rare studies which investigate another aspect of workforce diversity management, such as management of diversity on the basis of skills, knowledge, interest, and preferences of employees from the Chinese perspective.
机译：本研究的目的是（a）调查劳动力多样性管理对就业匹配，工作满意度和工作表现的影响; （b）测试就业匹配对工作满意度和工作表现的影响力; （c）审查人员求职对劳动力多样性管理与雇员成果（工作满意度和工作表现）之间的协会的调解作用。结构化问卷被送往中国五星级酒店的员工。总共通过AMOS-SEM分析324个有效响应，以绘制统计结论。总体而言，结果表明，劳动力多样性管理与人的求职，工作满意度和工作表现正相关。接下来，一个人的求职匹配与工作满意度和工作表现正相关，特别是一个人的求职者调解劳动力多样性管理与员工结果之间的关系。劳动力多样性管理领域的大多数研究专注于从美国视角的年龄，性别，种族和种族等多样性的管理。这可能是难以研究劳动力多样性管理的另一个方面的研究，例如从中国视角的技能，知识，兴趣和员工的技能，知识，兴趣和偏好管理多样性的管理。

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