Linking Workplace Diversity To Organizational Performance:  A Conceptual Framework

Prieto, Leon C.; Phipps, Simone T. A.; Osiri, John K.

doi:10.19030/jdm.v4i4.4966

Cited by 30 publications

(26 citation statements)

References 36 publications

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“…The failure of diversity initiatives in organizations was attributed to a lack of attention to the needs assessment process (Prieto et al, 2009). It is for this reason that the issue whether the educational history or ethnicity of an individual influences some part of his or her success has been examined.…”

Section:  Statement Of the Problemmentioning

confidence: 99%

Effect of Workforce Ethnic Diversity and Education Backgrounddiversity on Employee Performancein Selected Universities in Kenya

Muange¹,

Kiptoo²

2020

IJISRT

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The study investigates the effect of workforce ethnic diversity and education background diversity on employee performance in selected universities in Kenya. The objective of the study were to determine the effects of education background diversity on employee performance and to determine the effects of workforce ethnic diversity on employee performance. Social identity theory was used to ground this study. Explanatory research design was adopted, and a survey was conducted on selected Universities in Kenya. Selfadministered questionnaires were distributed to 371 teaching and non-teaching administrators of Universities out of which 305 equal to 82% of the sample size were returned and were used in data analysis. Cronbach alpha was used to test the reliability of the instruments. Descriptive statistics such as mean, standard deviation and Pearson correlation analysis was done. Regression analysis was done to test the hypotheses and to establish the effect that each variable has on employee performance. The study findings indicate that ethnic diversity (β1= 0.238, ρ<0.05), educational diversity (β2 = 0.048, ρ<0.05) have significant and positive effect on employee performance. This study therefore supports and contributes to the social categorization theory and human resource management literature. The implication is that institutions and firms should consider hiring employees from socially diverse backgrounds to be able to achieve higher employee performance.

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Section:  Statement Of the Problemmentioning

confidence: 99%

Effect of Workforce Ethnic Diversity and Education Backgrounddiversity on Employee Performancein Selected Universities in Kenya

Muange¹,

Kiptoo²

2020

IJISRT

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“…Within the linear views, some perspectives highlight the positive effects of gender diversity. These approaches show that diverse units whose members draw from different pools of informational resources improve decision making and deliver more creative products [44,45]. The idea that balanced distributions of gender are good is the basis for the value in diversity perspectives.…”

Section: The Linear Relation Between Diversity and Performancementioning

confidence: 99%

Gender Diversity in Spanish Banks: Trickle-Down and Productivity Effects

et al. 2020

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The study of the gender composition of top management and its impact for organizations has received increasing attention during recent decades. Despite this, findings have been conflicting and few consistent conclusions have been reached. This paper uses panel data methods to study how the presence of women at the board of governance impacts gender diversity at different organizational levels in the Spanish banking sector. In addition, we explore the influence of female representation on employee productivity. Our findings show that the presence of one or two women at the board of directors benefits the advancement of women to managerial positions. We also identify a positive significant relationship between gender diversity at different organizational strata and productivity. The main conclusion of this research is that female representation at the board has relevant implications in terms of women being promoted and organizational outcomes. This contribution is relevant for both scholars and practitioners, as it explores the business case for gender diversity going beyond the upper echelons of organizations.

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“…Whatever diversity variable is analysed, the intention is to explain how the differences between the members of a work team affect its performance Rafael Triguero-Sánchez / Jesús Peña-Vinces / Jorge Guillen (Knippenberg & Schippers, 2007). Studies on this matter from the fields of social psychology and management deal with the impact of diversity on business success (Prieto, Phipps & Osiri, 2009). The similarity-attraction paradigm, along with the social categorisation perspective (Tziner, 1985), show that homogeneous groups or teams are probably more productive than heterogeneous ones due to the mutual attraction between members with similar characteristics (Wiersema & Bantel, 1992).…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

How to improve firm performance through employee diversity and organisational culture

Triguero-Sánchez¹,

Peña‐Vinces²,

Guillén³

2018

RBGN

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Purpose-Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism-collectivism and hierarchical distance. Design/methodology/approach-Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings-Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value-The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance.

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Linking Workplace Diversity To Organizational Performance: A Conceptual Framework

Cited by 30 publications

References 36 publications

Effect of Workforce Ethnic Diversity and Education Backgrounddiversity on Employee Performancein Selected Universities in Kenya

Effect of Workforce Ethnic Diversity and Education Backgrounddiversity on Employee Performancein Selected Universities in Kenya

Gender Diversity in Spanish Banks: Trickle-Down and Productivity Effects

How to improve firm performance through employee diversity and organisational culture

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