Ayele Belachew Kassahun, Wu Wenbing, Chen Chong
School of Economics and Management, Beijing Jiaotong University, Beijing 100044, China.
Behav Sci (Basel). 2024 Dec 5;14(12):1164. doi: 10.3390/bs14121164.
The current study examined how a diversity climate promotes employees' extra-role performance and how the roles of workplace belongingness and thriving at work mediate this effect. Furthermore, this study investigated the sequential mediation effect of workplace belongingness and thriving at work in the aforesaid relationship. This study also tested the leaders' positive affective presence as a moderator in the effect of diversity climate on extra-role performance. This study incorporated the self-determination theory to forge theoretical connections. As a result, a three-wave survey consisting of 349 employees revealed support that a diversity climate has a positive impact on employees' extra-role performance, both directly and indirectly, through workplace belongingness and thriving at work. Meanwhile, leaders' positive affective presence strengthens the diversity climate's influence on workplace belongingness. Our findings supported all proposed hypotheses. Finally, this study discusses the theoretical and practical contributions of the results.
当前的研究考察了多元化氛围如何促进员工的角色外绩效，以及职场归属感和工作中的蓬勃发展如何在这一效应中起中介作用。此外，本研究还探究了职场归属感和工作中的蓬勃发展在上述关系中的顺序中介效应。本研究还检验了领导者的积极情感存在作为多元化氛围对角色外绩效影响的调节变量。本研究纳入了自我决定理论以建立理论联系。结果，一项对349名员工进行的三波调查显示，有证据支持多元化氛围通过职场归属感和工作中的蓬勃发展对员工的角色外绩效产生直接和间接的积极影响。同时，领导者的积极情感存在增强了多元化氛围对职场归属感的影响。我们的研究结果支持了所有提出的假设。最后，本研究讨论了研究结果的理论和实践贡献。
