Literature highlights diversity to facilitate cognitive outcomes; nevertheless, there is limited scholarly attention on affective diversity effects. The purpose of this paper is to examine the impact of perceived diversity on employee well-being (EWB) and contend different types of diversity to yield differential impact. Further, the authors explore how nature of employee work can moderate these relationships.,With 311 full-time employees representing large manufacturing organizations in India, the authors test the hypothesized relationships using PROCESS macro.,Results indicate perception of surface and knowledge diversity having a significant positive impact on EWB. Further, the authors found nature of employee work to moderate the link between knowledge diversity and well-being such that perception of knowledge diversity under complex tasks enhanced well-being; no impact of work complexity was observed on the link between surface diversity and well-being.,Perceived diversity is malleable lending itself to longitudinal work in this field. Besides nature of work, future research may explore other key contextual factors in diversity dynamics.,Contrary to the longstanding theories such as social categorization/similarity attraction, the authors found surface diversity to positively influence EWB. This indicates firms’ effective diversity management strategies in creating inclusive workplace. Further, the authors draw implications around team design and workforce composition.,While the scholarly attention to perceived diversity is gradually growing, in a first, the authors empirically examine the impact of diversity perceptions on employee affect in the context of Indian manufacturing firms.

中文翻译：

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迈向幸福：多样性和工作性质的作用

文献强调多样性以促进认知结果；但是，学术界对情感多样性影响的关注有限。本文的目的是检验感知到的多样性对员工福祉（EWB）的影响，并争夺不同类型的多样性以产生不同的影响。进一步，作者探索了员工工作的性质如何缓和这些关系。作者代表印度大型制造组织的311名全职员工，使用PROCESS宏测试了假设的关系。结果表明，对表面和知识多样性的感知具有对EWB的显着积极影响。进一步，作者发现，员工工作的性质可缓和知识多样性与幸福感之间的联系，从而使复杂任务下对知识多样性的感知得以增进。在表面多样性和幸福感之间的联系上未观察到工作复杂性的影响。感知多样性是可延展的，可用于该领域的纵向工作。除工作性质外，未来的研究还可能探索多样性动态中的其他关键背景因素。与社会分类/相似性吸引等长期理论相反，作者发现表面多样性对EWB具有积极影响。这表明企业在创建包容性工作场所方面的有效多元化管理策略。此外，作者还围绕团队设计和员工组成提出了建议。