Purpose

Present day organizations are considering workforce diversity as one of the main challenges in the human resource management. This study aims to find out the relationship between diversity management (DM) in the context of strategic human resource management (SHRM) and organizational performance (OP). An attempt is made to find out the mediation effect of cognitive diversity (CD) and affective diversity (AD) in the relationship between DM and OP.

Design/methodology/approach

The constructs investigated in the present study include DM, OP, CD and AD. Structural equation modeling has been used to test the model fit. The data was collected from 50 human resource professionals working in different organizations in the information technology (IT) sector in Bangalore, India. Confirmatory factor analysis has been used for establishing the reliability.

Findings

The results show that there exists a significant relationship between DM and OP. This significant positive relationship can be attributed to the mediating role of CD and significant negative relationship is because of the AD.

Research limitations/implications

This study has several limitations. In this study, only three DM practices have been considered. The generalization of the results is another limitation as the study has been conducted in the IT sector in Bangalore, India. Similarly, sample size also affects the implications of an empirical study and sample size in this study is small. This study has investigated only the impact of two aspects of diversity, cognitive and affective, while neglecting the effect of communicational and symbolic processes.

Practical implications

The results indicate that organizations must consider that by providing intercultural trainings (ICTs), work–life balance (WLB) and work-time flexibility options, the negative aspects of diversity can be minimized. Moreover, organizations should encourage the task conflict which leads to better decision-making as well as creates a sense of group identification, which may help in the avoidance of negative consequences of AD.

Originality/value

This study is undertaken to find out the effect of certain diversity-oriented SHRM practices such as flexible working times, WLB, ICT and its impact on the OP in the Indian IT industry. This study has investigated the mediating role of CD and AD on the relationship between diversity-oriented SHRM practices and OP, which is the novelty of this study. Third, the study has been undertaken considering that there is a dearth of research on the impact of AD and CD on OP in the Indian context.

中文翻译：

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多样性管理（DM）和组织绩效（OP）之间的关系：认知和情感多样性的中介作用

目的

当今的组织正在将劳动力多样性视为人力资源管理的主要挑战之一。本研究旨在找出战略人力资源管理（SHRM）背景下的多样性管理（DM）与组织绩效（OP）之间的关系。试图找出认知多样性（CD）和情感多样性（AD）在DM与OP关系中的中介作用。

设计/方法/方法

本研究中研究的结构包括 DM、OP、CD 和 AD。结构方程建模已用于测试模型拟合。这些数据是从在印度班加罗尔信息技术 (IT) 部门的不同组织工作的 50 名人力资源专业人员收集的。验证性因素分析已用于确定可靠性。

发现

结果表明，DM与OP之间存在显着的相关性。这种显着的正相关可以归因于CD的中介作用，而显着的负相关则归因于AD。

研究限制/影响

这项研究有几个局限性。在这项研究中，只考虑了三种 DM 实践。结果的概括是另一个限制，因为该研究是在印度班加罗尔的 IT 部门进行的。同样，样本量也会影响实证研究的影响，而本研究中的样本量很小。本研究仅调查了多样性（认知和情感）两个方面的影响，而忽略了交流和象征过程的影响。

实际影响

结果表明，组织必须考虑通过提供跨文化培训 (ICT)、工作与生活平衡 (WLB) 和工作时间灵活性选项，可以最大限度地减少多样性的负面影响。此外，组织应该鼓励任务冲突，这会导致更好的决策并产生群体认同感，这​​可能有助于避免 AD 的负面后果。

原创性/价值

这项研究旨在找出某些以多样性为导向的 SHRM 实践的影响，例如灵活的工作时间、WLB、ICT 及其对印度 IT 行业 OP 的影响。本研究调查了 CD 和 AD 在面向多样性的 SHRM 实践与 OP 之间的关系中的中介作用，这是本研究的新颖之处。第三，考虑到在印度背景下缺乏关于 AD 和 CD 对 OP 影响的研究，因此进行了这项研究。