scholarly journals Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824402090340 ◽  
Author(s):  
Wenjing Li ◽  
Xuhui Wang ◽  
Md Jamirul Haque ◽  
Muhammad Noman Shafique ◽  
Muhammad Zahid Nawaz
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Race And Ethnicity ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Mediating Role ◽  
Job Match ◽  
American Perspective ◽  
The Impact

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.

scholarly journals The Impact of Emotional Intelligence on Job Performance via the Mediating Role of Job Satisfaction

2016 ◽  
Vol 11 (2) ◽  
pp. 69 ◽  
Author(s):  
Ivan Vratskikh ◽  
Ra'ed (Moh’dTaisir) Masa'deh ◽  
Musa Al-Lozi ◽  
Mahmoud Maqableh
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Public Sector ◽  
Job Performance ◽  
Equation Modeling ◽  
Mediating Role ◽  
University Of Jordan ◽  
The University ◽  
The Impact

<p class="NoSpacing1">Recent research findings are accumulating evidence that Emotional Intelligence (EI) is associated positively with important work manners. However, the research on Emotional Intelligence is mainly conducted in business field and in western countries; therefore there is a shortage of research on Emotional Intelligence in the context of public sector in Jordan. The aim of this study is to explore the influence of Emotional Intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction on job performance among the administrative employees of the University of Jordan. The present study is based on Mayer and Salovey’s (2000) ability model of Emotional Intelligence. A sample consisted of 354 employees from the University of Jordan who completed self-report questionnaire. Structural equation modeling (SEM) was used in order to test the proposed hypotheses. The research found that Emotional Intelligence is positively correlated with job performance and job satisfaction. The findings of this study also confirm the mediatory role of job satisfaction in relationship between Emotional Intelligence and job performance. It is suggested that Emotional Intelligence can be used to predict job performance and job satisfaction, therefore the understanding of Emotional Intelligence theory and its applications can be promoted for managerial and human resource practices throughout public sector organizations.</p>

scholarly journals Managing Diversity in the Chinese Organizational Context: The Impact of Workforce Diversity Management on Employee Job Performance

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhiwen Li ◽  
Marijana Oljaca ◽  
Saba Fazal Firdousi ◽  
Umair Akram
Keyword(s):  
Job Performance ◽  
Organizational Context ◽  
Employee Commitment ◽  
Diversity Management ◽  
Moderating Effect ◽  
Workforce Diversity ◽  
Structural Empowerment ◽  
Job Match ◽  
The Impact ◽  
The Relationship

The purpose of this study is to investigate the impact of workforce diversity management on employee job performance in the Chinese organizational context, considering the mediating effect of person-job match and employee commitment and the moderating effect of structural empowerment. Data were collected from 400 telecommunication sector employees in China. All hypotheses were tested through structural equation modeling (SEM). The findings of the study illustrated that workforce diversity management has a positive and significant impact on employee job performance. Furthermore, the results indicated that person-job match and employee commitment partially mediate the relationship between workforce diversity management and employee job performance. Moreover, structural empowerment directly affects employee job performance, whereas a moderating effect is also found in the relationship between workforce diversity management and employee job performance. Finally, implications and limitations are discussed.

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

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