The purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the association between workforce diversity management and employees’ outcomes (job satisfaction and job performance). Structured questionnaires were sent to employees working in five-star hotels in China. In total, 324 valid responses were analyzed through AMOS-SEM to draw the statistical conclusion. Overall, results revealed that workforce diversity management is positively related to a person’s job match, job satisfaction, and job performance. Next, a person’s job match is positively related to job satisfaction and job performance, in particular a person’s job match mediates the relationship between workforce diversity management and employees’ outcomes. Most of the studies in the area of workforce diversity management focused on the management of diversity such as age, gender, race, and ethnicity from American perspective. This could be among rare studies which investigate another aspect of workforce diversity management, such as management of diversity on the basis of skills, knowledge, interest, and preferences of employees from the Chinese perspective.

Social media marketing is considered an integral part of the today’s marketing plans alongside the conventional tools. Social media’s practical application has changed the way of communication between organizations and consumers. In particular, the dynamics of interactions have been diversified in the Chinese technological cross-cultural environment. Foreigners are increasing in China and influencing the business markets. The reason for writing this article is to investigate the effects of the English language as a moderator on the viability of social media measurements and empirically test the electronic customer involvement regarding likes and comments that define the dedication and commitment. This research has analyzed the responses of 287 foreigners. The response was taken through online questionnaires distributed on a random sampling basis to social media users. Empirical research was performed by using SmartPLS3 for analysis to observe the relationships. The resultant role represents that all determinants are not similarly suitable, and are much diversified, in the context of China for the step-up of electronic customer involvement. More particularly, social media advertisement characteristics are more effective in the enhancement of electronic customers’ involvement than advertisement contents. Moreover, the use of the English language is significantly affecting the electronic customer involvement level. Tencent corporation and social media marketers should use this research to make new advertisement plans for further marketing purpose as it will guide them on how to create an innovative advertisement that will positively reap the cross-cultural environment.

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Personnel recruitment and selection is changing rapidly with the adoption of artificial intelligence (AI) tools. This chapter looks at how job applicants perceive AI in recruitment. The results show that AI tools encourage a larger number of quality application submissions and for two reasons. First, AI entrains a perception of a novel approach to job searching. Second, AI is perceived to be able to interactively tailor the application experience to what the individual applicant expects and has to offer. These perceptions increase the likelihood the user will submit a job application and so improves the size and quality of the pool from which to recruit personnel.

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.