Managing Diversity for Organizational Efficiency

Inegbedion, Henry; Sunday, Eze; Asaleye, Abiola John; Lawal, Adedoyin Isola; Ayeni, Adebanji

doi:10.1177/2158244019900173

Cited by 64 publications

(66 citation statements)

References 15 publications

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“…Random sampling was employed in selecting the respondents. The sampling technique is consistent with Inegbedion and Obadiaru (2018) as well as Inegbedion et al (2019). Mix method, consisting of secondary and primary techniques, was used to generate the research data.…”

Section: Methodsmentioning

confidence: 99%

Impact of COVID-19 on economic growth in Nigeria: opinions and attitudes

Inegbedion¹

2021

Heliyon

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The study examined the impact of COVID-19 on economic growth in Nigeria: Opinions and attitudes. The purpose was to ascertain respondents' perception of the effect of the COVID-19 pandemic on economic growth in Nigeria. The cross-sectional survey research design was employed and a mix-method was used in collecting the research data. Content validity index and face validity served to validate the research instrument while Cronbach alpha was used to assure its reliability. The secondary data were analysed using percentage changes while the primary data were analysed using a one-sample t-test and least-squares method. Results of the respondents’ opinion indicated that the COVID-19-induced lockdown has significantly constrained economic activities and the circular flow of income. Lastly, the perceived reduction in the circular flow of income in the wake of the COVID-19 lockdown has negatively impacted on economic growth in Nigeria. The need for policymakers to take drastic measures to curtail the pandemic and forestall a recession that may be consequent upon the pandemic was suggested, among others.

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Section: Methodsmentioning

confidence: 99%

Impact of COVID-19 on economic growth in Nigeria: opinions and attitudes

Inegbedion¹

2021

Heliyon

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“…A comprehensive definition of workforce diversity means heterogeneity and differences among employees in an organisation in terms of race, age, ethnicity, cultural background, physical abilities, religion, gender, sexual orientation, language, education, lifestyle, beliefs, appearance and economic status (Choi & Rainey, 2010;Manoharan & Singal, 2017;Pitts, 2009;Roosevelt Thomas, 1990;Inegbedion, Sunday, Asaleye, Lawal & Adebanji, 2020;Saxena, 2014). The scholars frequently use different terms to refer to DM, such as "equality at the workplace", "diverse workforce", "equal opportunities", and "inclusion".…”

Section: The Concepts Of Workforce Diversity Managementmentioning

confidence: 99%

Workforce diversity management: A systematic literature review

Seliverstova¹

2021

Strategic Management

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The primary task of the paper is to propose a definition of the existing theoretical contributions to the term of workforce diversity management (WDM) in order to systematize present knowledge, clearly understand the definition of WDM in organizations and identify the gaps for future research. In this theoretical study, the Scopus database was used for sampling. 19 studies published since 2015 were identified, and then the selected papers were analysed according to key research definitions. Recently, the idea of diversity management (DM) acquires a new meaning; swiftly expanding its field and circulating around the world. WDM becomes a frequently significant part of Human Resource Management in corporations, as it helps companies to take a sustained competitive advantage in the current globalization and innovative age (Egerova, Jiřincová, Lančarič & Savov, 2013; Manoharan & Singal, 2017). The results of the research show that DM is perceived by a moderate number of existing publications as a method that helps to encompass both: a favourable corporate culture and organizational success. By assessing present studies on DM, the paper contributes to the literature on business and management and demonstrates the potential as the scrutinised field seems to be an attractive area for future research.

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“…It has been studied as a mediator of the relationship between diversity and performance (Cai et al, 2013; Ensley et al, 2002; Inegbedion et al, 2020), but also as a moderator since conflict can be focused on specific behaviors rather than on a general perception of difference resulting of heterogeneity (Janssen et al, 1999; Simons, 1995; Simons et al, 1999). In this sense, Simons et al (1999) found that the effects of conflict were stronger for more job-related forms of diversity as it stimulates constructive debate.…”

Section: Literature Reviewmentioning

confidence: 99%

Top Management Team Diversity and International Expansion: Spanish Companies in China

2022

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This study investigates the relationship between diversity in the Top Management Team (TMT) of Spanish firms and the firms’ willingness to further expand in China, as a proxy for their international success. Data from Spanish companies with direct investment in China were collected through a questionnaire. Regression analyses were carried out to test the differential influences of multiple forms of TMT demographic diversity (age, gender, tenure, and functional experience). The moderating effect of conflict in an uncertain environment is also examined, as this offers potentially novel insights into the determinants of success in emerging countries. Results show that the effects of TMT diversity on international success are very much influenced by the perception of the conflict related to investment in a non-traditional market. The findings highlight the relevant negative role that conflict can exert in diverse TMTs in a growing developing economy.

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Managing Diversity for Organizational Efficiency

Cited by 64 publications

References 15 publications

Impact of COVID-19 on economic growth in Nigeria: opinions and attitudes

Impact of COVID-19 on economic growth in Nigeria: opinions and attitudes

Workforce diversity management: A systematic literature review

Top Management Team Diversity and International Expansion: Spanish Companies in China

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