Conventional wisdom in diversity research holds that biodemographic diversity is harmful to performance, whereas job-related diversity is beneficial to performance. Empirical evidence in this area, however, remains mixed and inconclusive. Due to this inconsistency, scholars have recently called for a search for moderators of the relationship between diversity and performance to expand the theoretical perspectives on organizational diversity. In this context, we examine how biodemographic (gender, race, and age) and job-related (function and tenure) diversity influence organizational performance and how diversity climate as a potential moderator shapes the relationships between the two dimensions of diversity and performance. Using panel data from the U.S. federal government, we find that racial and tenure diversity have positive relationships with organizational performance, whereas functional diversity has a negative relationship. Further analysis reveals that a diversity climate positively moderates the relationship between racial diversity, functional diversity, tenure diversity, and organizational performance. Theoretical and practical implications are discussed.

中文翻译：

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在美国联邦政府中实现劳动力多元化的绩效收益：多元化气候的调节作用

多样性研究中的传统观点认为，生物人口学多样性对绩效有害，而与工作相关的多样性则对绩效有利。然而，在这方面的经验证据仍然是混杂的和不确定的。由于这种不一致，学者们最近呼吁寻找多样性与绩效之间关系的调节者，以扩大关于组织多样性的理论观点。在这种情况下，我们研究了生物人口统计学（性别，种族和年龄）和与工作相关的（职能和任期）多样性如何影响组织绩效，以及作为潜在主持人的多样性气候如何塑造多样性和绩效两个维度之间的关系。使用来自美国联邦政府的面板数据，我们发现种族和终身制多样性与组织绩效具有正相关关系，而职能多样性则具有负相关关系。进一步的分析表明，多样性气候积极地调节了种族多样性，职能多样性，任期多样性和组织绩效之间的关系。讨论了理论和实践意义。