Trust Climate And Distributive Justice As Mediators Between Diversity Management Practices And Employees’ Behaviors

This study aims to study the impact of diversity management practices on employee’s behaviors through studying two sub variables employees’ engagement as positive behavior and counterproductive work behavior as negative behavior, with considering the trust climate and organizational distributive justice as mediator’s variables. The hypothesis of the research that trust climate and organizational distributive justice mediate the relation between diversity management practices and employees’ engagement, counterproductive behavior. An online questionnaire was sent to 202 employees, whom most of them were from Middle Eastern countries whom were working in western countries. The results showed that diversity management practices affect positively the employees’ engagement and it can be more efficient if a positive trust climate and distributive justice were found. In other hand, diversity management practices didn’t affect directly the counterproductive behaviors, however, it was found that when having positive trust climate and distributive justice a negative correlation between diversity management practices and employees’ counterproductive behaviors can be found. Which means having positive trust climate and distributive justice can make the diversity management practices works more efficiently when it’s related to the employees’ behaviors.