Do workforce diversity, inclusion practices, & organizational characteristics contribute to organizational innovation? Evidence from the U.A.E (original) (raw)
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Cogent Business & Management
The current study attempted to determine if workforce diversity (inherent or acquired) and its inclusion practices (implementing fairness, belongingness, uniqueness, and diverse workplace climate) contribute to the innovativeness of the organizational climate. It also considered whether organizational characteristics (i.e., type, size, and industry) encourage or moderate innovation in work settings. The self-administered survey was adopted to collect responses from the employees working in different types and sizes of the organizations across the industries in the United Arab Emirates. The responses from five hundred and eleven (511) participants were analyzed using partial least square structural equation modeling (PLS-SEM). The formative and reflective measurement models and structural paths were estimated for quality checks and hypotheses testing, respectively, using Smart PLS-3. The findings confirmed that diversity and inclusion practices in the workplace significantly contribute to its innovative climate. The f 2 effect size demonstrated a stronger impact of organizational inclusion practices compared to its diversity in engaging innovation and change at the workplace. Moreover, large size organizations were more engaged in innovative activities compared to small size firms. The
Singaporean Journal of Business Economics and Management Studies, 2017
The current study has examined the role of cultural & employee diversity, employee diversity management, employee involvement level, and employee involvement variation on organizational innovation. In order to prove the relationship, survey based questionnaire was employed to collect the data from 844 respondents who are working in different large public and private organizations of the Punjab and Sindh provinces plus the Capital Territory Islamabad. Multiple regression was applied using SPSS version 20.0 to analyze the data. The study reveals that the employees diversity management and the employees involvement variations impact on organizational innovation. Furthermore, employee diversity and employee involvement significantly shown negative impact on organizational innovation. Ensuring the highly level of employee diversity management and employee involvement variation in employees trigger the innovation outcomes in the organization, which ultimately enhances the organizational innovation. This study provides an insight for the organization how they can increase their productivity through innovation and by proper utilizing their human resources.
Iranian Journal of Management Studies, 2020
This article aims to analyze direct and indirect impact of diversity management on innovative behavior through employee engagement and affective commitment. The sample used in this study comes from a survey of 225 respondents who are employees of one of the prestigious Mashhad universities. The data was gathered using a questionnaire and analyzed by structural equation modeling with Warp PLS 5. This research verified the direct effect of diversity management on employee innovative behavior. Moreover, results show diversity management predicts employees’ affective commitment and employee engagement. The impact of affective commitment and employee engagement on employees’ innovative behavior was also confirmed. The results show that diversity management, affective commitment, and employee engagement predict each phase of idea generation, idea promotion, and idea implementation. Based on this study, we recommend that human resource practices should institutionalize effective diversity ...
International Journal of Engineering and Management Research
This study aims to assess the influence of workforce diversity management to organizational performance with particular emphasis on AlAujan Group Company. The Group is one of the largest private sector companies in Bahrain, with companies in the food, personal care, fashion and real estate sectors. The study utilized a descriptive research design involving 120 conveniently sampled respondents. An adopted questionnaire was used as data gathering tool. The study found that overall organizational climate has a significant impact on organizational performance. However, looking at the individual indicators, only Top Management Support and Personal Diversity Experience are significant at 0.05 while Coworkers Behaviour is significant only at 0.10.
European Online Journal of Natural and Social Sciences, 2021
The composition of an organization's human resources is important in that it is closely associated with the achievement of its goals. This study sought to find out the impact of workforce diversity on improving organizational innovation with reference to the telecommunication industry. The study employed descriptive research design used quantitative approach. A survey was personally administrated to a sample of employees (n═248) at head office level. The finding of this study showed that gender, age and education background are positively linked with organization organizational innovation by high level of significance. Thus, the workforce diversity dimensions were considered as major determinant factors that affects organizational innovation. The implication is that ethio telecom has excellent age, gender and educational diversity composition and it needs to be managed properly to get the full advantage of the diversity. Additionally, the company needs to avail different skill maximization trainings to increase existing innovation capacity of the employees. Finally, based on the findings, the researchers forwarded recommendation and future research directions.
A Study on Effect of Employee Diversity on Organizational Performance
International Journal of Professional Business Review
Purpose: The purpose of this study is to investigate the effect of employee diversity on organizational performance. Theoretical framework: The study is based on the diversity-performance relationship theory, which suggests that a diverse workforce can lead to improved organizational performance. Design/methodology/approach: The study employs a quantitative research design and utilizes survey data collected from employees and managers in multiple organizations. The data is analyzed using statistical methods to examine the relationship between employee diversity and organizational performance. Findings: The findings indicate that organizations with a diverse workforce tend to have higher levels of organizational performance, as measured by factors such as productivity, innovation, and employee satisfaction. Research, practical and social implications: The study has important implications for organizations, as it suggests that actively promoting diversity can lead to improved ...
Journal of Management Development
PurposeThis paper investigates the effect of diversity management on employees' innovative work behavior (IWB) through human resource management (HRM) and affective commitment (AC).Design/methodology/approachData were collected from 358 employees of small- and medium-sized enterprises in the Kurdistan Region of Iraq. The hypothesized model has been evaluated using structural equation modeling.FindingsFindings suggest that workforce diversity management directly and significantly affected HRM and AC. Furthermore, findings revealed that HRM significantly influenced both employees' IWB and AC, while AC had a significant positive influence on IWB. Moreover, concerning the indirect effects, AC and HRM significantly mediated the relationship between DM and employees' IWB.Research limitations/implicationsA cross-sectional single source dataset is used to evaluate the hypothesized model.Originality/valueGrounded in the social exchange and institutional theories, this research fi...
EXPLORING THE EFFECTS OF DIVERSITY MANAGEMENT ON ORGANIZATIONAL CLIMATE
http://acikerisimarsiv.selcuk.edu.tr:8080/xmlui/handle/123456789/14254?locale-attribute=en, 2018
The objective of this thesis is to explore the effects of diversity management on organizational climate. After a comprehensive look at the related concepts and literature, an empirical study was done aiming to test the relationship between the two variables. To end this, the required data was collected by questionnaires filled by the administrative employees working in the companies located in The Second Organized Industrial Zone of City of Konya, Turkey. Of the 216 companies operating in the zone with approximately 1050 administrative employees, 70 companies, randomly, accepted to fill the questionnaires. Almost 450 questionnaires were distributed to the administrative employees of the 70 companies, of them, 305 questionnaires returned. To analyze the data, in the SPSS package some statistical techniques including Pearson Correlation, Simple/Multiple Linear regression, t-test, and ANOVA were run to test the assumed relationship between variables. The result of the correlation test shows an approximately strong positive and meaningful relationship between diversity management and employees' perceived organizational climate. Furthermore, the results of the regression tests confirmed that policies, practices, and procedures by organizations for embracing diversity and accepting it as an advantage, positively affect employees' perceived organizational climate
Employees Diversity and Inclusion: A Paradigm Shift in Organizational Management
2016
Organizations in today’s global economic arrangement are experiencing increasing changes in the composition of their workforce. Overt and hidden characteristics ranging from surface level to deep level diversity of organizational members are common features of global organizations. Thus, organizations today are faced with the challenges of managing these diverse workgroups. Therefore, this paper sheds light on the concepts of diversity and inclusion as emerging philosophy in global management practice. It aims at providing empirical evidence of the benefits of diversity and inclusion as emerging management concepts as well as the challenges inherent in creating and managing an integrated workforce.
Effect of Diversity Elements at Workplace: An Empirical Study
2015
The objective of the research is to investigate diversity elements that are prominent at the workplace and its impact on employee satisfaction towards diversity at workplace in Malaysian hotel industry. There are several diversity variables that influence the employees' satisfaction such as gender, age, ethnicity and educational background. Therefore, the research tests relationships between these four variables and the employee satisfaction which can affect employee turnover rate in the hotel sector. Tourism Malaysia's aggressive promotional efforts and commitment from industry players have contributed to the continuous growth of the country's tourism industry. In 2015, Malaysia is expected to see around 29.4 million tourists visiting the country and generating receipts up to 89 billion ringgit and resulting into increasing number of hotels. However, the employees' turnover rate in hotel industry is declining year by year. Thus, it becomes relevant to investigate related issues, particularly, issues that affect the employees' satisfaction. One of such issues is diversity at workplace. In this study, self-administered questionnaires have been distributed to collect data from 150 employees of various hotels in the Klang valley, Malaysia using convenience sampling. The data is analyzed through SPSS and relationships between variables are tested by using Pearson Correlation Analysis and Multiple Regression Analysis. The findings show that gender and ethnicity has a significant impact on employees' satisfaction while age and education has no positive significance that affects employees' satisfaction in hotel industry.