조직의 다양성과 성과의 관계: 포용적 리더십의 조절효과

The workforce has been increasingly diversified by greater participation of women and socially minority groups. Thus, diversity and managing diversity became a central issue for contemporary organizational management. In this regard, this study aims to empirically examine the impacts of different dimensions of organizational diversity, surface-level and deep-level diversity on organizational performance using 2015 federal Employee Viewpoint Survey data. In particular, this study explores the moderating role of inclusive leadership in the relationship between organizational diversity and performance. Findings suggest that diversity itself may not be a major determinant of organizational performance. It also suggests that inclusive leadership positively predicts organizational performance and also positively moderates the relationship between diversity and organizational performance. Theoretical and practical implications as well as future study directions are also discussed.