Diversity management and organizational performance: Mediation and moderation of commitment, person-job fit and empowerment

Purpose - This article aims to identify the effect of diversity management on organizational performance in the Brazilian context. It also aims to assess the role of commitment and person-job fit as mediators, as well as empowerment as a moderating variable, in the relationship between diversity management and performance. Theoretical framework - We present and discuss the concepts of diversity management, person-job fit, structural empowerment, and commitment and their relationships. Design/methodology/approach - This is a quantitative study using structural equation modeling, mediation and moderation between variables. Data were collected through a questionnaire administered between April and November 2022. The sample obtained was 568 individuals. Findings - Diversity management positively affects organizational performance, and commitment acts as a mediating variable in this relationship. Empowerment positively moderates the relationship between diversity management and performance. Diversity management was also found to positively impact both commitment and person-job fit. Practical & social implications of research - Organizations can benefit from greater performance by increasing both diversity management practices and practices that increase employee commitment and empowerment, since in the presence of higher levels of empowerment, the relationship between diversity management and performance is increased. Originality/value - This study provides relevant suggestions about the role played by both diversity management and empowerment, which working together can improve organizational performance, especially in Brazil, where studies of this nature are rare.