Building An Excellent Employee Experience: Analysis of Diversity & Inclusion, Learning Agility, And Culture Fit In Improving Performance Recognition
Keywords:
Diversity & Inclusion, Learning Agility, Culture Fit, Employee Experience, Performance RecognitionAbstract
Introduction/Main Objectives:This study aims to analyze the influence of Diversity & Inclusion (DI), Learning Agility (LA), and Culture Fit (CF) on Employee Experience (EE) and its impact on Performance Recognition (PR), while also assessing the mediating role of EE in these relationships.
Background Problems: In the modern work era, organizations often struggle to translate key HR and organizational initiatives such as diversity programs, learning opportunities, and cultural alignment into a consistently positive employee experience that effectively enhances performance recognition.
Novelty:The novelty lies in examining the combined effect of three strategic organizational factors (DI, LA, CF) on Employee Experience and Performance Recognition within a unified model, and specifically testing EE as a mediator in these relationshipsan approach that clarifies how these variables interact to influence recognition outcomes.
Research Methods:The study uses a quantitative explanatory approach. The population includes employees, managers, and HR professionals in Malang City, East Java, with a sample of 105 respondents. Data were analyzed using descriptive statistics and path analysis.
Finding/Results: Diversity & Inclusion (DI), Learning Agility (LA), and Culture Fit (CF) each have a positive and significant effect on Employee Experience (EE). DI, LA, and CF also have a direct positive effect on Performance Recognition (PR). Employee Experience (EE) is a dominant factor that significantly influences Performance Recognition (PR). Mediation tests show that EE does not mediate the relationship between DI and PR or between LA and PR, but does act as a mediator in the relationship between CF and PR.
Conclusion: Building an inclusive culture, improving learning agility, and strengthening cultural fit are important strategies for creating a positive employee experience, which in turn enhances performance recognition. The findings highlight the central role of employee experience, particularly as a mediator between cultural alignment and recognition outcomes.
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