Investigating the effect of perceived surface diversity and organizational inclusion on employees' well-being through the mediation of organizational justice

Document Type : Original Article

Authors

1 Professor, Faculty of Economics, Management and Administrative Sciences, semnan university

2 Doctoral student, Faculty of Economics, Management and Administrative Sciences, Semnan University

10.22080/shrm.2024.4836

Abstract

The current research seeks to investigate the effect of perceived diversity, organizational inclusion, procedural and distributive justice on the well-being of employees in private and public companies under the Ministry of Privacy in the fields of information technology, banking, automobiles, and chemical industries. The current research has a paradigm of positivism and an inductive approach. It is descriptive in terms of its practical purpose and data collection. These data were collected using a quantitative method and a questionnaire, and the time of their collection is cross-sectional. The statistical population of the research includes the employees of the private and public sectors of the ministry of security in the mentioned fields, whose statistical sample was selected through Cochran's formula in the number of 384 people using simple probability sampling. In order to analyze the data, structural equation modeling, analysis of variance, multiple linear regression and SPSS V23 and Smartpls V4 software were used. In order to check the validity and reliability of the research items, convergent validity, composite reliability, homogenous reliability coefficient and Cronbach's alpha were used and each was confirmed. Perceived level diversity has a positive effect on employees' well-being directly as well as partially mediated by organizational inclusiveness. Organizational inclusiveness has a positive effect on employees' well-being directly and partially through the mediation of procedural and distributive justice. Adopting inclusive policies and paying attention to the perceived level diversity such as gender, age, education and other things in the organization may sometimes discourage employees from biased, negative .

Keywords

Journal of Sustainable Human Resource Management
Volume 6, Issue 11
October 2024

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