Al-Omar, M., Arbabi, H., Eshtehardian, E. (2026). Human resource diversity management (HRDM) strategies in construction industry. , 19(1), 125-134. doi: 10.30772/qjes.2025.162180.1613
Mohammed A. N. Al-Omar; Hani Arbabi; Ehsan Eshtehardian. "Human resource diversity management (HRDM) strategies in construction industry". , 19, 1, 2026, 125-134. doi: 10.30772/qjes.2025.162180.1613
Al-Omar, M., Arbabi, H., Eshtehardian, E. (2026). 'Human resource diversity management (HRDM) strategies in construction industry', , 19(1), pp. 125-134. doi: 10.30772/qjes.2025.162180.1613
Al-Omar, M., Arbabi, H., Eshtehardian, E. Human resource diversity management (HRDM) strategies in construction industry. , 2026; 19(1): 125-134. doi: 10.30772/qjes.2025.162180.1613

Human resource diversity management (HRDM) strategies in construction industry

Al-Qadisiyah Journal for Engineering Sciences
Volume 19, Issue 1, March 2026, Pages 125-134    PDF (6.75 M)
Document Type: Research Paper
DOI: 10.30772/qjes.2025.162180.1613
Authors
Mohammed A. N. Al-Omar; Hani Arbabi* ; Ehsan Eshtehardian
Department of Project Management and the Artistic Works Management, Faculty of Art and Architecture, Tarbiat Modares University, Tehran, Iran.
Abstract
In today's complex and rapidly evolving world, organizations are increasingly confronted with a diverse workforce in terms of culture, language, generation, religion, gender, and ethnicity. While such diversity presents certain challenges, it also offers valuable opportunities to enhance organizational performance. The present study focuses on the construction industry in Iraq and aims to analyze the impact of HRDM on its consequences, with particular emphasis on the mediating role of HRMD strategies. This research adopts an applied and sequential exploratory mixed-methods approach (qualitative–quantitative). In the qualitative phase, key themes were identified through interviews and thematic analysis using MAXQDA software, leading to the development of an initial conceptual model. This model was then tested in the quantitative phase using a structured questionnaire and data analysis through SmartPLS, applying structural equation modeling (SEM). The findings revealed that HRMD strategies serve as significant mediators between HRMD practices and their consequences, and that transformational approaches can foster improved performance and team cohesion. The proposed conceptual model offers a strategic framework for policymaking and implementation of HRMD programs in the construction sector and similar industries across developing countries.
Keywords
Construction industry; HRDM; Mixed-methods approach; Strategies; Structural equation modeling (SEM)
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