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The study examined the mediation effect of diversity climate on the relationship between servant leadership and organisational citizenship behaviour (OCB). Participants were a convenience sample of 262 employees from South African financial, industrial, manufacturing, and retail sectors (male = 52.9%; white = 69.3%; postgraduate university degree holders = 35.4%). The employees completed measures for servant leadership, diversity climate, and OCB. Simple mediation model analysis using PROCESS indicated servant leadership to improve employees' perceptions of diversity climate and OCB. Perceived servant leadership demonstrated a significant indirect effect on employees' OCB through diversity climate. We conclude that servant leadership symbolises an ethical component that would improve employees' OCB through a conducive diversity climate. [ABSTRACT FROM AUTHOR]

The study sought to investigate the mediating effect of diversity climate on the relation between a destructive leadership style and employee attitudes of organisational commitment, job satisfaction, and intention to quit. Participants were employees from the financial, banking, retail, and manufacturing sector in Gauteng province, South Africa (N = 230). The employees completed measures of autocratic leadership, diversity climate, job satisfaction, intentions to quit, and commitment. Simple mediation analysis revealed a pro-diversity climate to mediate the relationship between non-destructive leadership, organisational commitment, and job satisfaction. Non-destructive leadership predicted a constructive diversity climate, lower levels of intention to quit, higher levels of job satisfaction, and improved organisational commitment. Non-destructive leadership was conducive to diversity climate improving on employee organisational commitment and job satisfaction. [ABSTRACT FROM AUTHOR]

This study investigated the relationship between transformational leadership, diversity climate, and job satisfaction in a selection of South African companies. Participants were a convenience sample of 263 employees from the Gauteng Province (white = 69.3%). They completed measures for transformational leadership, diversity climate, and job satisfaction. Structural Equation Modelling analysis revealed transformational leadership to directly predict job satisfaction and diversity climate, and to mediate the relationship between transformational leadership and job satisfaction. Moreover, transformational leadership directly and positively predicted quality of workplace diversity climate. Future leaders and managers should leverage an organisation's diversity climate for job satisfaction applying transformational leadership strategies. [ABSTRACT FROM AUTHOR]