Implementation of Diversity Management and Its Relationship with Organizational Justice: Case of Jordan

Abstract

Background and Purpose: Rapid globalization have resulted in a diverse workforce in most countries, despite the recognized importance of diversity management, little research has empirically investigated the impact of diversity management on organizational justice at Jordanian organizations. The present study explores the impact of diversity management on organizational equity. Design/Methodology/Approach: The study’s sample consists of (320) mangers that will help answering the study’s questions and hypotheses. Besides, the researcher developed a questionnaire aiming at measuring diversity management policies and the organizational justice. Moreover, some statistical techniques were used for testing the hypotheses and answering the study’s questions. Results: Results indicate that diversity management policies like diversity awareness training, pay and rewards systems, performance appraisal, and career development have impact on organizational justice. The results of this study indicate that diversity management as an independent variable accumulates a variance of (54.8%) from the organizational justice. Conclusion: This paper links the two studied constructs and presents a valuable contribution for diversity management; therefore, the results could be used for a further scientific research as also for practical implications.