A Study on Workforce Diversity and its Impact on Employee Performance in the Indian Higher Education Sector

2021 ◽  
pp. 205-208
Author(s):  
Loukik T V ◽  
Renee Namratha
Keyword(s):  
Higher Education ◽  
Positive Relationship ◽  
Employee Performance ◽  
Gender Diversity ◽  
Education Sector ◽  
Higher Education Culture ◽  
Senior Administration ◽  
Diversity In Higher Education ◽  
Indian Higher Education ◽  
Education Culture

In spite of unassuming increments in the arrangement of women in top administration levels in the course of recent years, the extent despite everything stays low at 20% in 2012. Indeed, even with significant proof indicating a positive relationship between gender assorted variety and business execution, women still discriminated at senior administration, official administration and board levels. Through quantitative illustrative examination strategy, the exploration intended to distinguish with which of these elements are advancing and hindering the expanded gender diversity levels in Indian higher education sector. This examination study verified that higher education culture factors advancing expanded gender diversity in higher education division with higher gender diversity levels are distinctive to the factors hindering expanded gender diversity in higher education with low gender diversity levels.

scholarly journals Increasing Gender Diversity in Higher Education Leadership: The Role of Executive Search Firms

2019 ◽  
Vol 8 (6) ◽  
pp. 168 ◽  
Author(s):  
Simonetta Manfredi ◽  
Kate Clayton-Hathway ◽  
Emily Cousens
Keyword(s):  
Higher Education ◽  
Knowledge Exchange ◽  
Gender Diversity ◽  
Leadership Roles ◽  
The Public ◽  
Executive Search ◽  
Diversity In Higher Education ◽  
Recruitment And Selection ◽  
Search Firms

Women are under-represented in leadership roles in United Kingdom Higher Education Institutions (HEIs). Existing scholarship focuses on institutional barriers, which include cognitive bias and entrenched homosocial cultures, rather than external factors such as the use of executive search firms (ESFs) in recruitment and selection. Recent research indicates that the use of ESFs is increasing for senior HEI appointments. This analysis offers insights on these firms’ involvement from a gender equality perspective, based on the results from a study that used a ‘virtuous circle’ approach to research and knowledge exchange. The requirement for HEIs to pay ‘due regard’ to equality considerations under the Public Sector Equality Duty provides a framework for analysis. This paper provides new insights on the dynamics within recruitment processes when ESFs are involved and on how a legislative approach can leverage better equality outcomes.

scholarly journals Gender diversity, ethnic diversity and employee performance in a South African higher education institution

2019 ◽  
Vol 17 ◽  
Author(s):  
Simbarashe Zhuwao ◽  
Hlanganipai Ngirande ◽  
Wiseman Ndlovu ◽  
Sam T. Setati
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Ethnic Diversity ◽  
Diversity Training ◽  
Employee Performance ◽  
Gender Diversity ◽  
Diversity Management ◽  
Education Institution ◽  
Legal Compliance ◽  
Higher Education Institution

Orientation: Although there has been an improvement in workforce diversity in South Africa, gender and ethnicity issues such as discrimination, prejudice and sexual harassment prevail within organisations. This is because organisational leaders view diversity as a matter of legal compliance instead of as a value addition to organisational growth and profitability. Based on this, it is important for organisations to understand the economic side of diversity and not just be content with having such a workforce.Research purpose: This study investigated the effects of gender and ethnic diversity on the performance of employees in a selected higher education institution in South Africa.Motivation of the study: The study was conducted to determine whether gender and ethnic diversity influences the performance of employees in a higher education institution in South Africa. It is believed that by doing so, the study may assist organisational leaders to determine strategies and best practices that will create culture that is inclusive rather than exclusive.Research approach/design and method: A cross-sectional research design was used. A stratified random sample (n = 258) was chosen by dividing employees into homogeneous strata of academic and non-academic employees. A self-administered questionnaire was used to gather data. Pearson product moment correlation and multiple regression analysis were performed.Main findings: The results show that gender diversity and ethnic diversity are positively and significantly related to employee performance. The study recommends that higher education institutions implement effective diversity management policies and strategies to improve the effectiveness of gender and ethnic diversity towards the performance of employees.Practical/managerial implications: The study recommends organisations to embrace diversity and not just abide by the affirmative action policies and be satisfied with having such a workforce. To achieve this, effective diversity management programmes such as diversity training and mentoring programmes should be implemented to ensure that all employees are properly trained on diversity issues.Contribution/value add: First of all, the findings of this study will add to existing knowledge that will aid in the understanding of gender and ethnic diversity in general and its relevance to employee performance, which in turn leads to organisational performance. Furthermore, this study will be an eye opener to organisational leaders and employees as it will help them to begin to see that diversity is a blessing rather than a matter of legal compliance. It will help organisations to see the need for having diversity and confirm that employees can work together despite their differences.

Enhancing organizational commitment and employee performance through employee engagement

2017 ◽  
Vol 6 (1) ◽  
pp. 98-114 ◽  
Author(s):  
Owais Nazir ◽  
Jamid Ul Islam
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Indian Higher Education ◽  
Higher Educational

Purpose The purpose of this paper is to examine the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education. Design/methodology/approach Data were collected from 410 employees from various higher educational institutes of India using a self-administered questionnaire. Structural equation modeling was used to analyze the data. Findings The results revealed a positive influence of perceived organizational support on employee performance and affective commitment. Moreover, these relationships have also been found to be mediated by employee engagement. Practical implications The study serves as guide for the development of influential strategies to develop and retain a well engaged, competent and committed workforce at higher educational institutes in India. Originality/value The study enriches the organizational behavior literature by identifying and empirically validating some antecedents and consequences of employee engagement in the context of Indian higher education where such studies are scant.

scholarly journals Innovation and Evaluation in the Brazilian Higher Education Culture: Interdisciplinary and General Education

2014 ◽  
Vol 05 (18) ◽  
pp. 1690-1701 ◽  
Author(s):  
Elisabete M. A. Pereira ◽  
Ana Maria Carneiro ◽  
Mirian Lucia Gonçalves
Keyword(s):  
Higher Education ◽  
General Education ◽  
Higher Education Culture ◽  
Education Culture

scholarly journals THE EFFECT OF AUTHENTIC LEADERSHIP ON EMPLOYEE PERFORMANCE: A MODERATING ROLE OF ISLAMIC WORK ETHICS

2021 ◽  
Vol 9 (2) ◽  
pp. 185-194
Author(s):  
Amjad Ali ◽  
Shahzad Mushtaq ◽  
Muhammad Asif ◽  
Muhammad Qasim Maqbool ◽  
Umer Bin Khalid
Keyword(s):  
Higher Education ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Sampling Technique ◽  
Education Sector ◽  
Leadership Strategies ◽  
Work Ethics ◽  
The Impact ◽  
Moderating Role

Purpose: This study aims to explore the impact of authentic leadership on employee performance and the moderating role of Islamic work ethics. There is little research on authentic leadership and employee performance in Pakistan's higher education sector. Therefore, the purpose of this study was to analyze the impact of authentic leadership with Islamic work ethics on employee performance. Methodology: This is a quantitative study. In this study, the convenience sampling method was used as a sampling technique. The data was collected from the higher education sector in Peshawar, and a questionnaire was circulated to 220 employees working in the various higher education sector in Peshawar. Data were analyzed by using SPSS 22 version. Results: The results show that authentic leadership has a significant impact on employee performance. Authentic leadership also significantly influences IWE. Similarly, the interactive impact of authentic leadership and Islamic work ethics on employee performance was also found to be significant. Applications of this study: This research can be very effective for improving authentic leadership strategies to improve the performance of employees in the higher education sector in Peshawar, Pakistan. The Novelty of the study: The contribution of this research is Islamic work ethics using the first time between authentic leadership and employee performance, which has not been used so far. It has been found that Islamic work ethics positively moderate the link between authentic leadership and employee performance.

The effect of Workforce Diversity on Employee Performance in Higher Education Sector

2019 ◽  
Vol 6 (3) ◽  
pp. 1-8
Author(s):  
Faisal Khan ◽  
Amir Sohail ◽  
Muhammad Sufyan ◽  
Maaz Uddin ◽  
Abdul Basit
Keyword(s):  
Higher Education ◽  
Organizational Performance ◽  
Ethnic Diversity ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Statistical Technique ◽  
Education Sector ◽  
Workforce Diversity ◽  
Cross Sectional

Every organization needs to adopt workforce diversity due to which diverse work team every member has different skills, abilities and capabilities to improve organizational performance The objectives of this study are to investigate the relationship and effect between demographic variables especially Age, gender and education background diversity and dependent variable Employee performance among the employees of Higher education sector in Swabi district, KP Pakistan. The data has been collected on cross sectional through questionnaires and simple random sampling technique has been used. The population of this study is 440 faculty members of Higher Education Sector Districts, Swabi KP. Furthermore, the data has analyzed through different statistical technique by using SPSS software .The findings of the study shows that there is positive relationship between independent variables (Age, gender, education background and ethnic diversity) and dependent variable (Employee performance). In last, the study shows the recommendations for further researches and implementation for the individual, organization and policy makers.

Organisational change and development towards inclusive higher education

2016 ◽  
Vol 8 (1) ◽  
pp. 101-118 ◽  
Author(s):  
Victoria Louise O'Donnell
Keyword(s):  
Higher Education ◽  
Cultural Theory ◽  
Good Practice ◽  
Organisational Change ◽  
Content Type ◽  
Learning And Teaching ◽  
Changing Practice ◽  
Higher Education Culture ◽  
Education Culture ◽  
The Impact

Purpose – The purpose of this paper is to develop an understanding of the impact of organisational policies around inclusion on individual academic practices, and to develop an understanding of the factors which enable or prevent shifts towards inclusion in higher education learning and teaching. Design/methodology/approach – The paper presents data from the document analysis phase of a larger research project. To achieve an understanding of the complex process of development towards an inclusive higher education culture within one focal university, the research took a qualitative approach, underpinned by a critical realist perspective which acknowledges and demands the investigation of multiple levels of reality. The documentary analysis presented here used a constant comparative technique. Documents were analysed inductively by the project team, leading to the identification of key emergent themes. Findings – Three themes related to the development of an inclusive higher education culture emerged from the analysis of the data. These were: learner empowerment; changing practice through challenging practice; inclusive practice as good practice. The focal university’s vision for an inclusive culture was expressed inconsistently across data sources, and did not provide clear indications of concrete shifts in practice which would be required in order to enact that vision. Originality/value – The data are analysed and discussed through the lens of socio-cultural theory, allowing for a complex understanding to emerge of the ways in which participation in the valued practices of a university community is affected by the influence of policy and strategy.

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