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Purpose: We want to look at how the degree of diversity acceptance perceived by members of an organization affects the ability to change and innovation behaviors that are indispensable to today's corporate competitiveness. In particular, it was intended to verify how the acceptance of diversity (social category, information, and value) perceived by employees of export firms affects employees' innovation behaviors. In addition, we tried to verify how diversity- friendly attitudes of boss play a role in the relationship between perceived diversity sensitivity by employees of exporters and innovation behaviors of members. Research design, data, and methodology: 272 questionnaires were collected from employees working in export companies and 253 were finally used for actual analysis except 19 which lacked value such as centralization tendency, omission, and insincere response. A confirmatory factor analysis (CFA) and hierarchical regression analysis were conducted respectively. Results: We found that social category, information and value diversity sensitivity has a positive effect on innovative behavior. We confirmed that the diversity acceptance of employee was very closely related to their innovative behavior. In addition, we confirmed that the supervisor’s diversity-friendly attitude plays a meaningful moderating role between accepting social category diversity and innovative behavior. Implications: Companies that emphasize employees’ innovative behavior in the future need to make various efforts to make them recognize diversity positive. First of all, firms need to create an atmosphere in which all organizational members can understand and recognize the need and importance of diversity that has recently emerged significantly in our society. Companies have organizational culture with a lack of basic understanding and respect for diversity require systematic education and training. And, it is very important to hire applicants with a high degree of perceived diversity sensitivity in the recruitment and selection process. In effect, various HR institutions and policies related to perceived diversity sensitivity provide practitioners with a good starting point to improve employees’ innovative behavior.
