The Relationship between Aggregate Diversity and Employee Performance, mediated by Emotional Intelligence

Abstract

Purpose: The primary purpose of this research is to study the mediating effect of Emotional Intelligence on the relationships between Aggregate Diversity and Task Performance, and Collegiality Performance in the workplace. It also aims to identify the factors of diversity in the workplace that may influence employee performance. Design/Methodology/Approach: A conceptual model was designed and empirically tested using data collected via online questionnaires. The survey was randomly disseminated via mailers and WhatsApp to family members, friends and acquaintances in Lebanon and was subsequently circulated to their family members, friends and acquaintances in Lebanon. Therefore the exact number of recipients could not be calculated. The total number of collected responses was 311. Subsequently, 1 response was eliminated from the survey as the recipient did not want to participate. The scales used were tested on SPSS software, and the conceptual model was tested by applying the Partial Least Square Structural Equation Modeling using the SmartPLS 3.2 software. Findings: The results indicated that Aggregate Diversity has a positive impact on Task Performance, and Emotional Intelligence, acting as a mediator, further strengthens this relationship. However, the relationship between Aggregate Diversity and Collegiality Performance was not proven, and neither was the mediating effect of Emotional Intelligence on this relationship. Originiality/value: The relationships in the proposed model and the findings of this research have major practical implications in today’s firms. Upon identifying the factors of diversity that impact employee performance, hiring managers can enhance the efficiency of the hiring process. Moreover, they can set a high standard for emotional intelligence and test for it in the interview phase.