An investigation of the role of human resource diversity management on organisational citizenship behaviour from organisational justice and commitment point of view in automotive industry in Iran

The purpose of this paper is to examine whether organisational justice perception and organisational commitment moderates the relationship between diversity management and organisational citizenship behaviour. Findings showed that when effective diversity management practices exist in the areas of compensation, recruitment and selection, employees are likely to engage in more organisational citizenship behaviours. The positive relationship between HRDM practices and organisational justice perception were confirmed. When a company effectively utilised diversity management practices, employees may perceive that decision processes are implemented on non-prejudicial factors, and accordingly, their sense of organisational justice will be enhanced. The positive effects on organisational commitment will be mediated by employee's perception of organisational justice. The study has significant implications for managers and businesses, whom constantly striving to improve organisational performance through changing employee attitude and behaviour. The results of the paper support the literature review (e.g., the suggestions of Magoshi and Channg (2009) and Kreitz (2007).