Objective: In the current era, the increase in cultural, generational and individual diversity in organizations has made it more evident than ever before the necessity of paying attention to leadership styles based on acceptance and diversity management. The aim of this study is to determine the effect of diversity-oriented leadership on employee knowledge sharing with the mediating roles of intrinsic needs satisfaction, transparent internal communications and perceived organizational justice.
Method: This study is applied in terms of purpose and descriptive-survey in terms of nature. The statistical population of the present study includes employees of Pasargad Bank in Tehran, 405 people were selected as a statistical sample using cluster random sampling method and G-Power software. A standard questionnaire was used to collect information and the data were analyzed by multivariate analysis based on structural equation modeling in the PLS software version 26.
Results: The results of the study showed that diversity-oriented leadership has a positive and significant effect on transparent internal communications, intrinsic needs satisfaction, and perceived organizational justice. Also, these variables significantly enhance employee engagement, employee advocacy, and their willingness to share knowledge. The findings also indicate that intrinsic needs satisfaction and perceived organizational justice play a mediating role in explaining the relationship between diversity-oriented leadership and employee behavioral outcomes.
Conclusions: The results of this study emphasize the importance of utilizing diversity-oriented leadership style in organizations; in such a way that creating an atmosphere based on justice, transparent internal communications, and attention to employees' psychological needs can pave the way for promoting positive organizational behaviors, especially knowledge sharing, employee engagement, and employee advocacy. Therefore, diversity-oriented leadership can be considered by managers as an effective strategy for improving human capital and improving organizational performance in the banking industry.