Workforce diversity and firm performance: Relational coordination as a mediator and structural empowerment and multisource feedback as moderators
研究了年龄和教育多样性如何通过关系协调间接影响企业绩效，并发现结构授权和多源反馈能调节这一关系。基于189家韩国制造企业的多源数据验证了假设。
Abstract Workforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity.