Аннотация
The growing reliance of European labor markets on migrant workers has intensified the need to understand whether organizational management practices are associated with more equitable job-quality outcomes and stronger workplace inclusion. Previous research has documented migrant–native inequalities in working conditions and the relevance of management support but has provided limited cross-national evidence on whether management quality changes the magnitude of job-quality gaps across migration generations. This study examines whether perceived management quality is associated with differences in non-social job-quality resources and whether higher management quality corresponds to a narrower gap between first-generation migrant and native employees. The analysis uses the 2024 European Working Conditions Survey, covering 36,644 respondents across 35 countries and 30,505 employees with identifiable migration generation, with 28,588 observations retained in the principal adjusted interaction model. Calibration-weighted descriptive analysis, weighted least-squares regression, logistic regression, country fixed effects, migration-generation interaction models, adjusted predictions, reliability and principal-component diagnostics, and extensive sensitivity tests were implemented in R version 4.4.0. First-generation migrants reported lower average job-quality resources than native or third- and later-generation employees (64.80 versus 66.60) and more than twice the prevalence of general workplace discrimination (12.45% versus 5.51%), although the adjusted additive first-generation coefficient was not statistically significant (coefficient = −1.253, standard error = 1.243, probability value = 0.314). A 10-point increase in management quality was associated with 3.284 additional job-quality-resource points (probability value < 0.001), while the first-generation migrant-by-management interaction was positive and statistically significant (coefficient = 0.720, standard error = 0.214, probability value = 0.0019), with the adjusted first-generation gap declining from −2.586 points at lower management quality to −0.485 points at the upper quartile. Higher management quality was also associated with a 5.007-point increase in fair treatment and a 3.20-percentage-point reduction in the probability of general workplace discrimination, both with probability values below 0.001, while sensitivity analyses preserved the positive interaction across alternative samples, weighting schemes, measurement specifications, and survey-design corrections. These findings indicate that the first-generation migrant job-quality gap is conditional rather than uniform and highlight the importance of management quality, employee voice, fair treatment, and anti-discrimination practices for workplace inclusion and for further research on business leadership in diverse organizations.