다문화 조직에서 다양성 관리의 심리적 작동: 직무만족 매개경로를 통한 조직 성과 분석

초록

This study aims to examine the psychological mechanism through which diversity management (DM) influences organizational performance (OP) by mediating employees’ job satisfaction (JS). Prior research on diversity management has largely focused on the presence of policies or formal institutional arrangements, offering limited insight into how employees’ lived experiences and perceptions of diversity practices are translated into actual organizational outcomes. To address this gap, the present study integrates Social Exchange Theory and Conservation of Resources Theory to explain how organizational resources embedded in diversity management—such as fairness, organizational support, and developmental opportunities—elicit positive psychological responses and ultimately enhance organizational performance. Using survey data collected from employees of Korean firms operating in Vietnam, this study employs Structural Equation Modeling (SEM) to test the proposed mediation model. The empirical results indicate that inclusive recruitment and employment practices, clear policies and procedures, fair direct supervision, and education and training programs have significant positive effects on job satisfaction. Furthermore, job satisfaction serves as a critical mediating mechanism linking these diversity management practices to organizational performance. In contrast, career advancement practices do not show a significant effect on job satisfaction, suggesting that the mere existence of career development and promotion systems does not enhance positive job experiences unless employees perceive them as fair, transparent, and practically accessible. Theoretically, this study advances diversity management research by shifting the analytical focus from institutional adoption to employees psychological experiences and by structurally validating the mediation pathway from diversity management to organizational performance via job satisfaction. Practically, the findings highlight that inclusive recruitment, consistent supervisory support, transparent procedures, and strategically designed training programs are essential for transforming diversity initiatives into sustainable organizational performance in multicultural contexts.

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