Abstract
This research investigates the impact of perceived knowledge diversity (PKD) on job outcomes such as job satisfaction (JS) and job performance (JP). Next, this study also explores the moderating role of workforce diversity management (WFDM) on the relationship between PKD and employee job outcomes (EJO). SPSS and AMOS-SEM are used to analyze the data. The findings show that PKD is positively related to JS and negatively associated with JP. WFDM moderates the relationship between PKD and EJO (JS and JP). There are many studies related to diversity and its management, but most of the studies are from an American perspective that deals with diversity related to age, gender, race, ethnicity, etc. (surface-level diversity). The study in diversity in knowledge, value, personality, belief, etc. (deep-level diversity) is scanned in the literature. This study aims to address this void, particularly investigating knowledge diversity in research by establishing how WFDM moderates the relationship between PKD and employee outcomes.
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