Abstract:
Workforce diversity is an emerging phenomenon in almost all kinds of organizations
and is globally recognized as a force for increased productivity, creative solutions to
complex problems, and human development but at the same time it brings some new
challenges to the conventional ways of managing organizations. Researchers and
practitioners, therefore, try to develop models for managing diversity. This research
aims to find gap in the existing body of knowledge and add to it by studying
workforce diversity and its impact on organizational trust and commitment with the
moderating role of organizational justice. To test different relevant hypotheses, data
was collected from a sample of 239 individuals working in various government
organizations in Khyber Pakhtunkhwa (Pakistan) through a standardized survey.
Descriptive statistics and multiple regression technique were used to make sense of
the data. The findings reveal that workforce diversity has a statistically significant
impact on different organizational outcomes (such as trust and employee
commitment) in the presence of organizational justice. The study suggests some
recommendations for managing diversity and provides directions for future research.
