Employees' performance is considered to be the lifeline of any organization considering the competitive environment that exists in the today's business world. One of the factors that can be used to promote employees' performance is gender diversity. In this regard, many researchers have been attracted to study such relationship. But most prior empirical studies focused on employee's performance as a single dimensional variable instead of being multidimensional variable. Employees' performance can be categorized as adaptive, contextual and task performance. In this regard, the article aimed at examining the influence of gender diversity on employees' performance dimensions. The sample size was 618 whereby 203 respondents were from Dar es Salaam; 173 from Mwanza; 117 from Shinyanga and 125 from Simiyu who were chosen by using multistage sampling technique. In total, 554 respondents filled in and returned the questionnaire which makes the response rate of 89.6%. Mean scores and Structural Equation Model (SEM) were used as data analysis techniques. The findings revealed that gender diversity had a statistically significant and positive influence on all employees' performance dimensions i.e. adaptive, contextual and task performance. Hence, the article recommends that organizations must ensure the appropriate mix of men and women at workplace through engendered recruitment, retention and career development. However, promotion and appointment of the higher positions such as managerial positions should base on the merits of an individuals and not on their gender.

Businesses operate in an uncertain environment and their survival depends on employee performance. However, the underperformance of employees in some organizations can be due to several important factors, including social engagement and gender diversity. This study investigated the influence of social engagement on employee performance, considering the mediation effect of gender diversity.  Questionnaires were distributed to a sample size of 618 employees, and the response rate was 89.6%, that is, 554 employees from textile firms in four Tanzanian regions (Dar es Salaam, Mwanza, Shinyanga, Simiyu). Participants were sampled using a multistage sampling technique. Descriptive and structural equation model were used for data analysis. The findings revealed that social engagement had a significant positive influence on employees’ adaptive, contextual and task performance, while gender diversity partially mediated the influence of social engagement on contextual and task performance. Among others, the article recommends that managers should encourage employees to show concern and care for one another’s opinions and wellbeing and respect for individual values. The promotion of gender diversity among engaged employees can also potentially boost performance.

Employee performance is increasingly recognized as one of the key variables in human resources management, and has been the subject of increasing interest and research by many scholars. Given the dynamic and volatile business environment, the survival of any business depends on the ability of its work force to perform well in order to achieve its goals. However, in some businesses the reality is not the same, where employees are not performing well due to several factors such as low levels of affective engagement and a lack of gender diversity, which are considered to be crucial factors that influence employee performance. The low employee performance observed in the textile industry in Tanzania can partly be explained by low levels of affective engagement, and yet this sector is key to the economic welfare of the country. Most of the reviewed studies have examined employee performance based on a single dimension. This study investigated the influence of affective engagement on employee performance considering the mediating effect of gender diversity. The study sample consisted of 618 employees from textile firms in four Tanzanian regions: Dar es Salaam, Mwanza, Shinyanga, and Simuyu. Multistage sampling technique was employed, and descriptive and structural equation model were used for data analysis. This study established that affective engagement had a statistically significant, positive influence on employees' adaptive, contextual and task performance, while gender diversity had a partial mediating effect on the influence of affective engagement on contextual and task performance. The study provided several recommendations, including the suggestion that managers should promote an environment that fosters employees' positive emotions, energy, and enthusiasm towards their roles.