Organizational diversity and competency-based performance: The mediating role of employee commitment and job satisfaction

Owusu Victor Kwarteng (), Gregar Ales and Ntsiful Alex
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Owusu Victor Kwarteng: Faculty of Management and Economics, Tomas Bata University in Zlin, Czech Republic
Gregar Ales: Faculty of Management and Economics, Tomas Bata University in Zlin, Czech Republic
Ntsiful Alex: Faculty of Management and Economics, Tomas Bata University in Zlin, Czech Republic

Management & Marketing, 2021, vol. 16, issue 4, 352-369

Abstract: Diversity amongst the workforce within central Europe has experienced some form of evolution. This occurrence will incessantly manifest even further in the not-too-distant future. As a result, citizen-dominated societies are gradually tilting towards an increasingly diverse and minority population, broadly of African and Asian descent. Again, demographers suggest the influx of women, minorities, people of different ethnic backgrounds, aging workers, and people with alternative lifestyles within the European employment space, just as the various organizations and schools are filled with these groups. Studies on organizational diversity abound, however, findings from past research on diversity and performance relationships have been equivocal. Thus, the main objective of this study is to assess the mediating role of commitment and job satisfaction in the relationship between diversity and performance. Results from 237 samples drawn from the Czech Republic, Europe and analyzed through partial least square structural equation modelling (PLS-SEM) suggest that diversity does not have a significant relationship with competency-based performance. However, both commitment and job satisfaction play notable roles in the relationship between diversity and competency-based performance. Given these results, we discuss the theoretical and managerial implications.

Keywords: diversity; competence-based; performance; commitment; satisfaction (search for similar items in EconPapers)
Date: 2021
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Persistent link: https://EconPapers.repec.org/RePEc:vrs:manmar:v:16:y:2021:i:4:p:352-369:n:1

DOI: 10.2478/mmcks-2021-0021

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