Analyzing the Impact of Diversity Management on Innovative Behaviors through Employee Engagement and Affective Commitment (original) (raw)
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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...
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.
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
Cogent Business & Management, 2021
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
The Impact of Diversity Perception on Organizational Commitment: A Research in Hotel Enterprises
MANAS Sosyal Araştırmalar Dergisi
The purpose of this study is to reveal the impact of diversity perception of employees on organizational commitment. For this purpose, the data were collected by questionnaire applied on the staff working in the hotel business operating in the province of Antalya in Turkey. Explanatory factor analysis, confirmatory factor analysis, correlation and regression analyzes were applied on the data obtained. As a result of the analysis, it was observed that the diversity perception of hotel employees has a positive impact on their general organizational commitment. The positive impact of diversity perception on organizational commitment dimensions was also determined. In terms of effect size, it is possible to say that diversity perception of employees has the greatest effect on affective commitment, secondly has a positive effect on normative commitment and thirdly on continuance commitment. When the studies in the literature are analyzed, it is seen that there are studies in various fiel...
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.
THE EFFECTS OF DIVERSITY AND INCLUSION ON EMPLOYEE ENGAGEMENT JOB SATISFACTION AND RETENTION RATES
THE EFFECTS OF DIVERSITY AND INCLUSION ON EMPLOYEE ENGAGEMENT JOB SATISFACTION AND RETENTION RATES, 2023
In the current business landscape, it is critical for organizations to prioritize employee engagement and retention in order to thrive amidst stiff competition and a workforce that is becoming increasingly diverse. It is therefore crucial for companies to recognize the importance of retaining their employees and keeping them engaged if they are to achieve success. With this objective in mind, a comprehensive analysis has been conducted on the diversity and inclusion strategies implemented across various organizational contexts. The primary objective of this research is to broaden the current understanding of diversity and inclusion by producing substantial evidence that highlights the impact of such initiatives on crucial employee outcomes. The researcher used a qualitative method to explore intricate social phenomena by gathering and analyzing rich contextual information. Investigating how diversity and inclusion effects employee engagement, job satisfaction, and retention rates. The used Phenomenological Research Design where the researcher is allowed for an in-depth exploration of individual subjective experiences. Lastly, Thematic analysis was used to classify and scrutinize intricate datasets. The result highlighted several key themes, including perception of being diverse and Inclusive, promoting a diverse and Inclusive for enriched employee engagement and organizational success, value of diverse and inclusive for lasting job satisfaction, and Inclusive workplace culture. These factors have a positive impact on the employee engagement, satisfaction, and retention rates. Resulting in an improved work environment and superior organizational achievements. Keywords: diversity, inclusion, employee engagement, job satisfaction, retention rate
Design Engineering, 2021
Abstract: Employees are the most important resources for any organisation .With the development of new technology and techniques, organization are growing day by day. People can freely move from one organisation to another organisation, not only within the country but in the whole world too. Workforce Diversity and employee engagement are the two facets of same coin. As when we deal with the engagement of employees, we also have to face the challenges of diverse workforce. Objective of the Study: The main objective is to study the concept of Employee engagement and workforce diversity in detail and also discuss factors that are affected by engagement and workforce diversity. The researcher will identify various components or dimensions of Employee Engagement and workforce diversity. Benefits of workforce diversity and employee engagement are also discussed. Research Methodology: The methodology used by the author is qualitative and various secondary sources of collecting data like papers from various Journals are collected and only selected papers are used for collecting information. Findings: The study tries to explore the concept of workforce diversity as well as employee engagement and also throws light on key dimensions of workforce diversity and employee engagement by analyzing specifically five dimensions namely age, gender, religion, ethnicity, marital status and educational background of workforce diversity. This study will also find the impact of these dimensions on the performance of the workplace and wellbeing of the diverse workforce at workplace. Conclusion: Finally researcher has come to know about the most studied dimensions of diversity and employee engagement Proper workforce diversity management improves engagement of employees that results in better growth , prosperity of the organization and engaged employees are more satisfied, healthy and productive employees. Keywords: Diversity, Cultural Diversity, Workforce Diversity, Employee Engagement, Employee Performance
Diversity and Inclusion Management: A Focus on Employee Engagement
2018
Diversity and inclusion have been increasingly recognized and are the most utilized organizational resources over the last three decades. However, research has demonstrated that many organizations may not have the requisite diversity in their midst. Research further highlights that employees might feel that few of their components of their social identities may be valued and included, leaving them feeling excluded. These attitudes may influence employee behaviors, leading to low morale, high absenteeism, low job satisfaction, negative word of mouth, and so on, which will eventually make the estranged employee leave the job/organization. Understanding the impact of diversity and inclusion on individual, group, and organizations performance is analyzed through employee engagement by developing a framework. To develop a framework that provides rigorous theoretical evidence for its ability to determine whether an organization has indeed engendered an inclusive and engaging environment f...