Organizational Diversity Research Articles

Memilih Pasangan yang Sekufu dalam Ormas Keagamaan Perspektif Istihsᾱn

The concept of kafā’ah (compatibility) in selecting a life partner is one of the fundamental principles in Islamic law, encompassing parity in aspects of religion, social status, economy, and others. In the context of religious organizations, kafā’ah has a more specific dimension, namely equality in terms of beliefs, commitment, and involvement in a particular religious organization. Religious organizations often serve as a medium for shaping an individual's religious identity, making it important to choose a partner from the same organizational background as a factor for maintaining harmony and alignment in family life.In modern times, numerous religious organizations are followed by Muslims. The diversity of these religious organizations affects practices of worship, views on local traditions, and even involvement in social and political issues. Thus, the research problem formulated by the author is: How does choosing a partner with the same religious organization affiliation impact family harmony, and what is the perspective of istihsān regarding marriage between individuals of the same religious organization? The author employs a qualitative research method through a case study approach to produce descriptive and analytical data. The research also uses a normative and sociological approach with a descriptive method. Data collection techniques include interviews, observations, and documentation.Based on field findings, the conclusion of this research is that choosing a partner from the same religious organization does impact family harmony. The harmony within a marriage between partners from the same religious organization can be observed through several indicators: First, there is a balance of rights between husband and wife. Second, there is cooperation in raising and educating children. Third, there is positive interaction with the extended family and society. Fourth, there is mutual support in enhancing spirituality. From the perspective of istihsān, choosing a partner from the same religious organization is preferable for practical application. Istihsān, as a method of istinbāth (derivation of legal rulings), is capable of aligning Islamic law with contemporary issues by selecting the most beneficial option among the good ones. In general principles, the religious criterion in the concept of kafā’ah focuses on a person’s piety and character. However, due to differences in views on piety and character between religious organizations, from the perspective of istihsān, selecting a partner from the same religious organization is prioritized as it is considered more beneficial.

A CONCEPTUAL ANALYSIS OF PROACTIVE BEHAVIORS: IMPACTS ON INDIVIDUAL AND ORGANIZATIONAL CONTEXTS

This study examines the conceptual framework of proactive, interactive, inactive, and reactive behaviors in organizational settings, with a primary focus on proactive behavior. It investigates the origins, dimensions, and implications of proactive behaviors, highlighting the distinct roles they play in leadership, team dynamics, innovation, and strategy formation. The research identifies how individual and contextual factors contribute to proactive actions and their subsequent impact on organizational outcomes. Emphasizing the strategic advantages of proactivity, the study also acknowledges its potential challenges, such as conflict and resource strain. By integrating insights from various domains, this work advances the understanding of behavioral diversity in organizations and underscores the critical role of proactive behavior in driving change, innovation, and success.

Spinal V1 inhibitory interneuron clades differ in birthdate, projections to motoneurons, and heterogeneity.

Spinal cord interneurons play critical roles shaping motor output, but their precise identity and connectivity remain unclear. Focusing on the V1 interneuron cardinal class we defined four major V1 subsets in the mouse according to neurogenesis, genetic lineage-tracing, synaptic output to motoneurons, and synaptic inputs from muscle afferents. Sequential neurogenesis delineates different V1 subsets: two early born (Renshaw and Pou6f2) and two late born (Foxp2 and Sp8). Early born Renshaw cells and late born Foxp2-V1 interneurons are tightly coupled to motoneurons, while early born Pou6f2-V1 and late born Sp8-V1 interneurons are not, indicating that timing of neurogenesis does not correlate with motoneuron targeting. V1 clades also differ in cell numbers and diversity. Lineage labeling shows that the Foxp2-V1 clade contains over half of all V1 interneurons, provides the largest inhibitory input to motoneuron cell bodies, and includes subgroups that differ in birthdate, location, and proprioceptive input. Notably, one Foxp2-V1 subgroup, defined by postnatal Otp expression, is positioned near the LMC and receives substantial input from proprioceptors, consistent with an involvement in reciprocal inhibitory pathways. Combined tracing of ankle flexor sensory afferents and interneurons monosynaptically connected to ankle extensors confirmed placement of Foxp2-V1 interneurons in reciprocal inhibitory pathways. Our results validate previously proposed V1 clades as unique functional subtypes that differ in circuit placement, with Foxp2-V1 cells forming the most heterogeneous subgroup. We discuss how V1 organizational diversity enables understanding of their roles in motor control, with implications for their diverse ontogenetic and phylogenetic origins.

Direct and indirect effects of authentic leadership and gender on occupational well-being: mediating role of perceived barriers to career advancement

PurposeDue to dynamic work contexts, mid-level managers struggle to advance their careers in contemporary organisations. Literature has consistently showcased that leadership style and gender significantly impact subordinates’ career and work-related outcomes. This study investigates the relationship between authentic leadership, gender, perceived career barriers and occupational well-being.Design/methodology/approachUsing self-report questionnaires, we collected data from 198 mid-level managers employed in the information technology (IT) sector in Delhi-NCR. We tested two mediation models simultaneously, investigating the mediation of perceived career barriers on occupational well-being. Authentic leadership and gender were the predictors of the first and second models, respectively.FindingsAuthentic leadership was positively associated with occupational well-being but negatively with perceived career barriers. Perceived career barriers partially mediated the link between authentic leadership and occupational well-being. Gender had a significant impact on perceived career barriers. Finally, perceived career barriers fully mediated the association between gender and occupational well-being.Research limitations/implicationsThe study showed that perceived career barriers were predicted by authentic leadership perception. In the face of career-related obstacles, managers with authentic leaders tend to have better well-being at the workplace. Further, perceived career barriers are essential in the relationship between gender and occupational well-being. However, the context of India’s IT sector is unique; therefore, caution must be practised when generalising.Practical implicationsOrganisations must promote authentic leadership at the upper echelons. Such a leadership style helps reduce the hurdles for managers and improves their well-being. Furthermore, addressing gender-specific career barriers, such as lack of cultural fit, is the key to enhancing female managers’ well-being.Originality/valueWe turned towards positive psychology and utilised the construct of authentic leadership to address the issues of career barriers and diversity in IT organisations.

The chromatin landscape of the histone-possessing Bacteriovorax bacteria.

Histone proteins have traditionally been thought to be restricted to eukaryotes and most archaea, with eukaryotic nucleosomal histones deriving from their archaeal ancestors. In contrast, bacteria lack histones as a rule. However, histone proteins have recently been identified in a few bacterial clades, most notably the phylum Bdellovibrionota, and these histones have been proposed to exhibit a range of divergent features compared to histones in archaea and eukaryotes. However, no functional genomic studies of the properties of Bdellovibrionota chromatin have been carried out. In this work, we map the landscape of chromatin accessibility, active transcription and three-dimensional genome organization in a member of Bdellovibrionota (a Bacteriovorax strain). We find that, similar to what is observed in some archaea and in eukaryotes with compact genomes such as yeast, Bacteriovorax chromatin is characterized by preferential accessibility around promoter regions. Similar to eukaryotes, chromatin accessibility in Bacteriovorax positively correlates with gene expression. Mapping active transcription through single-strand DNA (ssDNA) profiling revealed that unlike in yeast, but similar to the state of mammalian and fly promoters, Bacteriovorax promoters exhibit very strong polymerase pausing. Finally, similar to that of other bacteria without histones, the Bacteriovorax genome exists in a three-dimensional (3D) configuration organized by the parABS system along the axis defined by replication origin and termination regions. These results provide a foundation for understanding the chromatin biology of the unique Bdellovibrionota bacteria and the functional diversity in chromatin organization across the tree of life.

QGO: a novel method for quantifying the diversity of mitochondrial genome organization

Quantifying the features of mitochondrial genome structural variation is crucial for understanding its contribution to complexity. Accurate quantification and interpretation of organizational diversity can help uncover biological evolutionary laws and patterns. The current qMGR approach accumulates the changes in two adjacent genes to calculate the rearrangement frequency RF of each single gene and the rearrangement score RS for specific taxa in the mitogenomes of a given taxonomic group. However, it may introduce bias, as it assigns scores to adjacent genes rather than to rearranged genes. To overcome this limitation, we propose a novel statistical method called qGO to quantify the diversity of gene organization. The qGO method, which is based on the homology of gene order, provides a more accurate representation of genome organizational diversity by partitioning gene strings and individually assigning weights to genes spanning different regions. Additionally, a comprehensive approach is employed for distance computation, generating an extensive matrix of rearrangement distances. Through experiments on more than 5500 vertebrate mitochondrial genomes, we demonstrated that the qGO method outperforms existing methods in terms of accuracy and interpretability. This method improves the comparability of genomes and allows a more accurate comparison of the diversity of mitochondrial genome organization across taxa. These findings have significant implications for unraveling genome evolution, exploring genome function, and investigating the process of molecular evolution.

THE INFLUENCE OF EMOTIONAL INTELLIGENCE, CULTURAL DIVERSITY IN ORGANIZATION, AND COMMUNICATION STRATEGIES ON LEADERSHIP EFFECTIVENESS IN DIVERSE WORKPLACES IN FUZHOU CITY, FUJIAN PROVINCE, CHINA

In today’s rapidly evolving business landscape, characterized by heightened complexity and relentless change, the demand for adept management is more pronounced than ever. As organizations grapple with the challenges presented by an increasingly interconnected and technologically advanced world, the need to adapt and evolve management practices becomes a paramount concern (Drejer et al., 2014; BAGU et al., 2011). The aims of this study were to investigate the factors influencing Leadership Effectiveness based on 4 aspects, namely, the Demographic Factors, the Emotional Intelligence, the Cultural Diversity in Organization, and the Communication Strategies. The quantitative method was applied. Descriptive statistics such as frequency, percent frequency, mean, and standard deviation are introduced. Various inferential statistical methods are used to test the hypothesis, particularly the Independent samples t-test, the One-way ANOVA, and the Multiple linear regression analysis. The results obtained from the study indicate that differences in Marital Status, Age, Educational Level, and Monthly Income generate differences in Leadership Effectiveness. Based on the Multiple Linear Regression analysis, all aspects of Emotional Intelligence (Self-awareness, Self-regulation, Motivation, Empathy, and Social Skills), Cultural Diversity in Organization (Diversity, Equity, Inclusion, and Belonging) and Communication Strategies (Awareness and Understanding, Communication Quality, Accessibility, and Employee Engagement) had a positive impact on Leadership Effectiveness.

Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers

Organizational gender diversity may not be as well received among male employees as among female employees, particularly in countries characterized by gender inequality. Through the lens of intergroup threat theory (intergroup threat is experienced when members of one group perceive that another group is in a position to cause them actual or symbolic harm), we conceptualize organizational gender diversity as a threat to male employees, which evokes male employees’ voluntary turnover, but as a support (threat mitigation) to female employees, which reduces female employees’ voluntary turnover. We also investigate whether certain types of human resource (HR) practices can moderate the gendered implication of organizational gender diversity for voluntary turnover. By analyzing data from South Korea, we found that while collective incentives negatively moderated the positive relationship between organizational gender diversity and male employees’ voluntary turnover, childcare benefits strengthened the negative relationship between organizational gender diversity and female employees’ voluntary turnover.

Key Factors Influencing Leadership Effectiveness in Diverse Workplaces in Fuzhou City, Fujian Province, China

he cultural and economic landscape of Fuzhou City in Fujian Province, China, is rich and diverse. Management effectiveness and emotional intelligence in diverse workplaces in Fuzhou City, Fujian Province, China, have been the subject of related research. The significance of emotional intelligence in fostering a productive workplace is a hot topic, as it allows individuals to recognize, understand, and manage their own emotions and those of others (Kargeti, 2023). Additionally, leadership effectiveness is influenced by emotional intelligence dimensions such as self-awareness, self-regulation, motivation, empathy, and social skills (Tian, 2022). Therefore, this study aims to investigate the factors influencing Leadership Effectiveness based on 5 aspects: Demographic Factors, Emotional Intelligence, Cultural Diversity in Organization, Communication Strategies, and Leadership Styles. The quantitative method is applied. Descriptive statistics such as frequency, percent frequency, the arithmetic mean, and the standard deviation are used to analyze the data collected from questionnaires. Suitable Inferential Statistical Methods are used to test the hypothesis, particularly the Independent Samples t-test, the One-way ANOVA, and the Multiple linear Regression Analysis. The results obtained from the study indicate that differences in Marital Status, Age, Educational Level, Monthly Income, and Working Experiences generate differences in Leadership Effectiveness. Based on the Multiple Linear Regression Analysis, all aspects of Emotional Intelligence (Self-awareness, Self-regulation, Motivation, Empathy, and Social Skills), Cultural Diversity in Organization (Diversity, Equity, Inclusion, and Belonging), Communication Strategies (Awareness and Understanding, Communication Quality, Accessibility, and Employee Engagement), and Leadership Styles (Decision-making Leadership Styles, Everyday Leadership Styles, Beyond Everyday-work Leadership Styles, Values-based Leadership Styles) are found out to have a positive impact on Leadership Effectiveness.

Simulating the Cellular Context in Synthetic Datasets for Cryo-Electron Tomography.

Cryo-electron tomography (cryo-ET) allows to visualize the cellular context at macromolecular level. To date, the impossibility of obtaining a reliable ground truth is limiting the application of deep learning-based image processing algorithms in this field. As a consequence, there is a growing demand of realistic synthetic datasets for training deep learning algorithms. In addition, besides assisting the acquisition and interpretation of experimental data, synthetic tomograms are used as reference models for cellular organization analysis from cellular tomograms. Current simulators in cryo-ET focus on reproducing distortions from image acquisition and tomogram reconstruction, however, they can not generate many of the low order features present in cellular tomograms. Here we propose several geometric and organization models to simulate low order cellular structures imaged by cryo-ET. Specifically, clusters of any known cytosolic or membrane-bound macromolecules, membranes with different geometries as well as different filamentous structures such as microtubules or actin-like networks. Moreover, we use parametrizable stochastic models to generate a high diversity of geometries and organizations to simulate representative and generalized datasets, including very crowded environments like those observed in native cells. These models have been implemented in a multiplatform open-source Python package, including scripts to generate cryo-tomograms with adjustable sizes and resolutions. In addition, these scripts provide also distortion-free density maps besides the ground truth in different file formats for efficient access and advanced visualization. We show that such a realistic synthetic dataset can be readily used to train generalizable deep learning algorithms.

조직의 다양성과 참여적 의사결정이 학교혁신에 미치는 영향: 학교장의 인식을 중심으로

Considering the reality that the diversity of school members is increasing due to the influx of multicultural students into school organizations, it is necessary to analyze the impact of diversity on schools from an organizational perspective. Thus, this study aims to analyze the impact of organizational diversity on school innovativeness, examining whether participatory decision-making mediates these two variables. To achieve this, survey responses from school principals working in elementary and middle schools in South Korea, as provided by TALIS 2018, were utilized. Using structural equation modeling to explore the relationships among three latent variables, the analysis yielded the following results: First, acceptance of diversity had a positive effect on school innovativeness. Second, participatory decision-making among school members also had a positive effect on school innovativeness. Third, the indirect effect of participatory decision-making on the relationship between diversity acceptance and school innovativeness was found to be significant, demonstrating its role as a mediating variable in managing organizational diversity. These results have policy implications in that they empirically suggest ways to achieve school innovation in terms of diversity and decision-making.

Investigating The Factors Influencing Employees’ Psychological Capital and Mental Well-Being At Multinational Companies (MNCs) in Beijing

This study utilizes the job demands-resources model to examine the relationship between job resources (like organizational climate, co-worker support, authentic leadership, knowledge diversity, and work-life support practices), burnout, psychological capital, and mental health among employees at multinational companies in Beijing. An online survey was filled out by 173 people, and the data were analyzed with PLS-SEM. The results suggest that authentic leadership and work-life support practices had no impact on psychological capital, whereas a positive work environment, helpful co-workers, and a broad range of expertise did. In addition to having direct effects on mental health, psychological capital also indirectly affects mental health through burnout. This study adds to the current literature by examining the mental well-being of employees working for multinational firms in Beijing.

Ethnic diversity on boards and its interaction with gender diversity: should they have any beneficial effects on HRM?

PurposeThis study deals with the issue of how ethnic diversity on boards in a given firm may influence its performance in human resource management (HRM). Moreover, the study also tests the interaction between ethnic diversity and gender diversity and examines their joint effect on HRM.Design/methodology/approachBased on prior research, we predict that, with increasing demographic diversity in organizations today, ethnic diversity on boards should have a positive effect on HRM. Moreover, gender diversity, as a most visible dimension of demographic diversity, should have both a direct positive effect and an indirect moderating effect on the relationship between ethnic diversity and HRM. Hierarchical regression analysis was conducted to test the hypotheses.FindingsOur data analyses show empirical evidence supporting our predictions. First, our study shows that employer–employee relationship can be influenced by ethnic diversity on boards. Second, the foregoing analyses highlight the importance of considering the interaction between different dimensions of demographic diversity, such as that between ethnic and gender diversity. With a higher level of gender diversity on boards, the positive effect of ethnic diversity on HRM can become more salient.Originality/valueThis research tests the benefits of ethnic diversity on boards for improving firms’ performance in HRM, thus making a contribution by helping to understand the effects of ethnic diversity in a more comprehensive way. We also document the beneficial moderating effects of gender diversity on boards for the first time.

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Gender diversity in top management teams and corporate reputation: Evidence from Spanish listed companies

AbstractCompanies gain significant advantages from having a favorable corporate reputation (CR), so researchers have analyzed the factors that contribute to the formation and maintenance of this intangible asset. One of these variables could be gender diversity in management. This study drew on stakeholder, signaling, and critical mass theories to explore how women in firms' top management teams (TMTs) can influence these organizations' CR. A sample of data on Spanish listed companies were collected for the period of 2017–2022. The results reveal that a positive relationship exists between gender diversity in TMTs and CR and that this relationship is moderated by women on boards of directors and by board independence. The findings contribute to the literature by providing evidence of top management's influence on CR. This empirical research also expands the literature on gender diversity in organizations by demonstrating that the positive impact of gender diversity on CR extends beyond boards of directors.

Waiting times spillovers in a National Health Service hospital network: a little organizational diversity can go a long way

BackgroundThe objective of this study is to assess if waiting times for elective surgeries within the Portuguese National Health Service (NHS) are influenced by the waiting times at neighboring hospitals. Recognizing these interdependencies, and their extent, is crucial for understanding how hospital network dynamics affect healthcare delivery efficiency and patient access.MethodsWe utilized patient-level data from all elective surgeries conducted in Portuguese NHS hospitals to estimate a hospital-specific index for waiting times. This index served as the dependent variable in our analysis. We applied a spatial lag model to examine the potential strategic interactions between hospitals concerning their waiting times.ResultsOur analysis revealed a significant positive endogenous spatial dependence, indicating that waiting times in NHS hospitals are strategic complements. Furthermore, we found that NHS contracts with private not-for-profit hospitals not only reduce waiting times within these hospitals but also exert positive spillover effects on other NHS hospitals.ConclusionsThe findings suggest that diversifying the organization of the NHS hospital network, particularly through contracts with private entities for marginal patients, can significantly enhance competitive dynamics and reduce waiting times. This effect persists even when patient choice is confined to a small fraction of the patient population, highlighting a strategic avenue for policy optimization in healthcare service delivery.

An Analysis of Women's Roles and Positions in geopolitical organizations

Driven by the global movement for gender equality, women's participation in various fields has gradually increased. This paper describes the evolution of women's roles and status in geopolitical organizations and their current status, and analyzes women's participation in geopolitical organizations, their proportion and positions in leadership, and their influence in policy making. Although the status of women in these organizations has improved, they still face many challenges such as gender stereotypes and inequality. Strategies for promoting the development of women's roles and status in geopolitical organizations include four aspects: formulating and implementing gender equality policies, promoting gender-balanced recruitment and promotion mechanisms, enhancing women's participation in decision-making processes, and establishing women's networks and support systems. These strategies are intended to further promote gender equality in geopolitical organizations and enhance organizational diversity and decision-making quality.

How management support and diversity factors affect employee performance within the digital workplace

PurposeWe aimed to determine how remote management support (MS) practices and staff diversity influenced employee performance (EP) within the digital workplace (DW) during the COVID-19 pandemic. The article highlights the challenges managers face in achieving EP in the DW compared to traditional work environments.Design/methodology/approachWe developed a theoretical model (MS→DW→EP) and tested it based on the computer-assisted web interview (CAWI) conducted in mid-2022. Factors of primary, secondary and organizational diversity moderated the relationship between the variables. We purposely selected a sample of 1,000 respondents with remote working experience.FindingsThe results show that the DW partially mediates the relationship between MS and EP. The greater the uncertainty in managing people, the more flexibility, trust and job satisfaction required in the DW to achieve EP. Organizational diversity influenced the model more (i.e. teamwork vs individual work) than the primary and secondary diversity (i.e. gender and education).Research limitations/implicationsAlthough the sample size was large, we cannot consider it statistically representative.Practical implicationsZoomers and Millennials reflect full mediation in the model that supports EP.Social implicationsBroader work autonomy, smaller organizations and teams as well as hybrid work arrangements, reduce the necessity for in-person meetings with superiors.Originality/valueSupervisors had to reduce control over the DW while expanding organizational citizenship behavior (OCB) to enhance job satisfaction and thus ensure the expected EP during the pandemic. We may consider allowing an employee to postpone work as a new managerial activity within MS.

Gender differences in organizational fairness, diversity and inclusion: the mediating role of psychological safety in affective commitment

PurposeThe current study explores the role of social psychological factors on organizational commitment. It examined the relationships between organizational fairness, inclusion, diversity, sexism, psychological safety and affective commitment.Design/methodology/approachThe study adopted a cross-sectional survey method where data were collected from staff across six higher education institutions in the United Kingdom. A total of 416 responses were collected and the data were analyzed by employing independent sample t-tests to explore gender differences regarding organizational diversity, inclusion, fairness, sexism, psychological safety and affective commitment. The mediating role of psychological safety in the effects of organizational diversity, fairness, inclusion and sexism on staff’s commitment to the organization was evaluated through a series of simple mediation models. Finally, the mediated effect of organizational social psychological factors on affective commitment through psychological safety, moderated by gender was tested.FindingsAs hypothesized, men had higher perceptions of organizational inclusion and diversity and viewed their organization as less sexist. Psychological safety mediated the positive effects of organizational diversity, fairness, inclusion and sexism on staff’s affective commitment to the organization. Organizational diversity and sexism played a bigger part in how women evaluate their organizational environment as safe to take risks and be themselves and consequently on how they commit to the organization. On the other hand, organizational fairness and inclusion seem more closely tied to men’s evaluation of their organization as safe to be themselves and consequently stronger commitment.Originality/valueThe findings shed light on the underlying mechanisms that shape affective commitment, that can lead to more inclusive work environments and contribute to systemic change in the Higher Education context.

Research on Employee Green Behavior from the Perspective of Sustainable Human Resource Management: The Role of Diversity, Inclusion, and Well-being

Enterprises are increasingly prioritizing social and ecological issues, cultivating sustainable Human Resource Management (HRM), and focusing on the sustainability of both people and the environment to achieve overall Sustainable Development Goals (SDGs). This study primarily draws on green HRM, selecting four key variables, including organizational diversity and inclusion, employee well-being (EWB), work stress, and employee green behavior (EGB), focusing on Chinese enterprises. This study employs quantitative research and Structural Equation Modelling (SEM) analysis to explore the relationships among these variables, aiming to promote internal green behavior within organizations and achieve SDGs. Data were collected from a randomly selected sample, resulting in a valid sample size of 453 questionnaire responses after data cleaning. The research found that organizational diversity and inclusion have a positive impact on EWB and EGB. There is also a positive correlation between EWB and EGB. However, organizational diversity and inclusion are negatively related to work stress, and work stress is negatively related to EGB. EWB and work stress mediate the relationship between organizational diversity, inclusion, and EGB. This study deepens the understanding of the relationship between diversity, inclusion, well-being, and green behavior, providing new directions for future research, and offering pathways for organizations to improve their environment and EWB to promote social sustainability.