Тhe effects of diversity management and inclusion on organisational outcomes: a case of multinational corporation

This article provides an empirical study on effects of diversity management and inclusion on organisational outcomes. The importance of diversity management and inclusion on organisation is of immense benefit especially in a Multinational Corporations, where diversity and inclusion are parts of their core values. However, in our context, which had been identified as the most diverse country in Africa, there is need to establish how the management and inclusion of these diverse workforce would benefit organisational activities, coupled with the fact that, there is dearth of research on these constructs in extant literature. This study investigated the effects of diversity management and inclusion on organisational outcomes (job satisfaction and job performance) among Shell Corporation employees. Pen and paper questionnaire of 384 copies were administered to the Lagos Branch employees of Shell Corporation. Cross-sectional research design was adopted. Confirmatory Factor Analysis (CFA), convergent and divergent validity, correlational analysis, and structural equation model were used for the analysis. The findings showed positive effect of diversity management and inclusion on employees’ job satisfaction and employees’ job performance. It implies that diversity management and inclusion have the potentials of assisting organisation in creating a climate in which employee will like to work harder with readiness to continue to work with the organisation.

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Probing the Links between Workforce Diversity, Goal Clarity, and Employee Job Satisfaction in Public Sector Organizations

Administrative Sciences ◽

10.3390/admsci11030077 ◽

2021 ◽

Vol 11 (3) ◽

pp. 77

Author(s):

Edmund C. Stazyk ◽

Randall S. Davis ◽

Jiaqi Liang

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Diversity Management ◽

Organizational Outcomes ◽

Equation Model ◽

Workforce Diversity ◽

Organizational Goals ◽

Employee Job Satisfaction ◽

Goal Clarity ◽

Management Policies

A considerable body of research substantiating the importance of workforce diversity to public organizations has accrued over the past two decades. However, research on workforce diversity has also been narrow in scope and frequently fails to link diversity to important individual and organizational outcomes. Using data (n = 1,109,134 employees from 500 sub-agencies) collected in three waves (2010, 2011, and 2012) of the Federal Employee Viewpoint Survey (FEVS), this study examines whether (1) increased diversity influences organizational goal clarity, (2) diversity and goal clarity, in turn, influence employee job satisfaction, and (3) diversity management policies influence job satisfaction by clarifying organizational goals for workers. FEVS is administered yearly by the U.S. Office of Personnel Management (OPM) and is designed to assess whether and to what extent federal employees believe the characteristics of successful organizations are present in their agency. Results from a multi-level structural equation model (MSEM) suggest diversity is associated with greater goal clarity and that diversity management policies, by clarifying organizational goals, positively affect job satisfaction. Findings also indicate that the type of diversity matters.

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PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v10i2.2275 ◽

2018 ◽

Vol 10 (2) ◽

pp. 187

Author(s):

Aginta Chairunnisa Sinulingga ◽

Deasy Aseanty

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Hospitality Industry ◽

Affective Commitment ◽

Equation Model ◽

Model Data ◽

Security Service

The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

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FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

JURNAL PERSPEKTIF BEA DAN CUKAI ◽

10.31092/jpbc.v5i2.1292 ◽

2021 ◽

Vol 5 (2) ◽

pp. 165-186

Author(s):

Novryansyah Novryansyah ◽

Dita Oki Berliyanti ◽

Ida Ariyani

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Leadership Style ◽

Ethical Leadership ◽

Millennial Generation ◽

Structural Equation ◽

Authentic Leadership ◽

Equation Modeling ◽

Cross Sectional ◽

Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

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Pengaruh Kohesivitas dan Kepuasan Kerja Terhadap Kinerja Tenaga Kependidikan di Institut Pertanian Bogor

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.v8i3.22470 ◽

2018 ◽

Vol 8 (3) ◽

pp. 207

Author(s):

Maria Megumi Larasati ◽

Nurmala K Pandjaitan ◽

Sadikin Kuswanto

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Positive Relationship ◽

Quantitative Model ◽

Equation Model ◽

Administrative Staff ◽

Group Cohesiveness ◽

Group Members

ABSTRACTIt is generally believed that there is a positive relationship among the following three variables, which are cohesiveness, job satisfaction, and job performance. Good job performance of a group of workers needs good coorperation among the group members. Good cooperation can be viewed as the outcome of group cohesiveness. In addition, good job performance needs good job satisfaction. Furthermore, it is also commonly believed that group cohesiveness is positively related with job satisfaction. The objective of this study is to empirically test the phenomenon by conducting a survey on 102 respondents who are administrative staff in Bogor Agricultural University. A quantitative model namely Structural Equation Model (SEM) was utilized. It is concluded that cohesiveness positively effects job satisfaction as well as well as job performance. However, it is found that there is no statistically significant effect of job satisfaction on job performance. ABSTRAKUmumnya dipercayai bahwa ada hubungan positif antara tiga variabel berikut, yakni kohesivitas kelompok, kepuasan kerja, dan kinerja. Kinerja kelompok membutuhkan kerja sama di antara para anggota kelompok. Kerja sama yang baik dapat dipandang sebagai buah dari kohesivitas. Tambahan pula, kinerja yang baik membutuhkan kepuasan kerja yang baik pula. Lebih lanjut, lazimnya dipercayai bahwa kohesivitas berhubungan dengan kepuasan kerja. Studi ini secara empiris menguji fenomena tersebut dengan menggunakan survei terhadap 102 responden yang adalah tenaga kependidikan di Institut Pertanian Bogor. Model kuantitatif menggunakan Structural Equation Model (SEM). Ditunjukkan bahwa kohesivitas berpengaruh positif terhadap kepuasan kerja maupun terhadap kinerja. Namun ditemukan bahwa tidak ada pengaruh yang signifikan dari kepuasan kerja pada kinerja.

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Organizational Justice and Organizational Pride to Achieve Job Satisfaction and Job Performance

Journal of Southwest Jiaotong University ◽

10.35741/issn.0258-2724.55.3.47 ◽

2020 ◽

Vol 55 (3) ◽

Author(s):

Rahmi Widyanti ◽

Gusti Irhamni ◽

Silvia Ratna ◽

Basuki

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Organizational Justice ◽

Structural Equation Model ◽

Structural Equation ◽

Recent Literature ◽

Private Universities ◽

Equation Model ◽

Model Method ◽

The Relationship

Recent literature discusses two aspects that improve HR performance, namely organizational justice and organizational pride. Employees who are treated fairly and have pride in the company will exhibit increased job satisfaction and job performance in private universities in the Kalimantan and West Java Region, Indonesia. This study analyzes the relationship between organizational justice and organizational pride on job satisfaction and job performance among employees of private universities in Indonesia. This study uses a quantitative approach through administering a questionnaire to 200 respondents. The replies are then analyzed by Structural Equation Model method. The results show that organizational justice and organizational pride can positively and significantly influence job satisfaction and job performance.

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The influence of organizational justice and decision latitude on expatriate organizational commitment and job performance

Evidence-based HRM a Global Forum for Empirical Scholarship ◽

10.1108/ebhrm-06-2020-0093 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Hanan AlMazrouei ◽

Robert Zacca

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Organizational Justice ◽

Structural Equation ◽

Equation Model ◽

Human Resource Managers ◽

Decision Latitude ◽

Cross Sectional ◽

Content Type ◽

The Relationship

PurposeThe purpose of this paper is to study the influence of organizational justice and decision latitude on expatriate organization commitment and job performance.Design/methodology/approachData were collected from 175 nonmanagerial-level expatriate employees in Dubai, UAE using a purposive sampling approach. A structural equation model with partial least squared analysis was utilized to test the hypotheses.FindingsThe results show that decision latitude partially mediates the relationship between organization justice and organizational commitment and fully mediates the relationship between organization justice and job performance.Research limitations/implicationsData were collected from a cross sectional sample in UAE, and hence, the generalizability of the results to other contexts may be limited.Practical implicationsThe research study suggests ways in which human resource managers and practitioners can develop a stronger awareness of the importance of decision latitude in employee decision-making and the role it plays in promoting employees' commitment and job performance given perceived organizational justice.Originality/valueThe present research is among the first of its kind to examine the study variables within the nonmanagerial expatriate context.

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Relationship Between Proactive Personality and Job Performance of Chinese Nurses: The Mediating Role of Competency and Work Engagement

Frontiers in Psychology ◽

10.3389/fpsyg.2021.533293 ◽

2021 ◽

Vol 12 ◽

Author(s):

Xuehui Hu ◽

Rong Zhao ◽

Jing Gao ◽

Jianzhen Li ◽

Pei Yan ◽

...

Keyword(s):

Job Performance ◽

Work Engagement ◽

Structural Equation ◽

Cross Sectional Study ◽

Equation Model ◽

Proactive Personality ◽

Cross Sectional ◽

Mediating Role ◽

Personality And Job Performance

Background: As one of the main participants in health care, nurses are esteemed an important driving force for the vigorous health care development. Studies report that nurses’ proactive personality has positive effects on their job performance; however, this relationship acquires further understanding.Objective: A cross-sectional study was performed to explore the relationship between nurses’ proactive personality and job performance; the mediating role of nurses’ competency and work engagement in this relationship was also evaluated.Methods: The study was performed in a large third-degree general hospital in October 2019, Xi’an, PR, China. A sample of 246 nurses participated in this cross-sectional study. Proactive personality was assessed with the Proactive Personality Questionnaire (PPS), job performance was assessed by Heilman three-item measurements, nurse competence was estimated with Nurse Competency Scale (NCS), and work engagement was assessed with the Utrecht Work Engagement Scale (UWES). The structural equation model was used to test the main hypotheses.Results: Structural equation model analysis revealed that work engagement partially mediated the association between proactive personality and job performance. The serial two-mediator model which was used to explore the association between proactive personality and job performance through competency and work engagement, in sequence, was demonstrated.Conclusion: This study demonstrates that work engagement partially mediated the association between nurses’ proactive personality and their job performance. The serial two-mediator model demonstrated that proactive personality was associated with job performance via competency and work engagement. This study also revealed the critical role of nursing managers in understanding the nurses’ proactive personality, which would facilitate them to enhance the latter’s competency and promote their work engagement. All these will in turn constantly improve the overall quality of nursing and advance professional development of nursing and benefits for patients.

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Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16101792 ◽

2019 ◽

Vol 16 (10) ◽

pp. 1792 ◽

Cited By ~ 3

Author(s):

Vicente Pecino ◽

Miguel A. Mañas ◽

Pedro A. Díaz-Fúnez ◽

José M. Aguilar-Parra ◽

David Padilla-Góngora ◽

...

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Job Demands ◽

Well Being ◽

Cross Sectional Study ◽

Role Stress ◽

Equation Model ◽

Public Employees ◽

Cross Sectional ◽

Organisational Climate

The Job Demands-Resources (JD-R) model is an integrative theoretical framework for monitoring workplaces with the aim to increase job engagement and prevent burnout. This framework is of great interest since the management of job resources and demands can negatively affect employees, especially in organisational contexts characterised by high job demands. This study uses the job demands-resources model to investigate the relationships between organisational climate, role stress, and employee well-being (burnout and job satisfaction) in public organisations. This is a descriptive, cross-sectional study. The research participants are 442 public employees. A structural equation model was developed (organisational climate, job satisfaction, burnout, role stress). These confirm that organisational climate is correlated with role stress (−0.594), job satisfaction (0.746), and burnout (−0.408), while role stress is correlated with burnout (0.953) and job satisfaction (−0.685). Finally, there is a correlation between burnout and job satisfaction that is negative and significant (−0.664). The study confirms that a positive organisational climate could lead to less stressed and burned-out workers and, at the same time, to more satisfied employees with improved well-being.

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Partial Least Square – Structural Equation Model for Effect of Employee Engagement on Job Satisfaction and Job Performance in Automobile Industries

International Journal of Innovative Technology and Exploring Engineering - Special Issue ◽

10.35940/ijitee.b6602.129219 ◽

2019 ◽

Vol 9 (2) ◽

pp. 4725-4729

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Employee Engagement ◽

Automobile Industry ◽

Structural Equation ◽

Business Performance ◽

Work Force ◽

Equation Model ◽

Partial Least Square ◽

Least Square

The major challenges organizations facing today’s competitive world is diversified work force and ever changing environment and technology. It is, therefore, imperative to utilize the employees ‘capabilities to the maximum possible extent to achieve individual and organizational goals. In this perspective, it has been discussed that job satisfaction and employee motivation are wide influencer of employees’ performance. Employee dedication and commitment towards work leads to improved outcomes in performance, organizational productivity and profit. Employees are more loyal and satisfied to the organization when they get recognition from their employers. The understanding of organizations on the factors satisfying employees will lead to deal with the people and get the extra ordinary results from them. The employee engagement and business performances are complimentary to each other. Higher is the employee engagement then greater the business performance. The present research makes an attempt to investigate the concept of job satisfaction and its impact on performance among the employees in the automobile industry, which is one of the key drivers that boost the economic growth of the country. In the time of recessions, the survival of the organization depends on the fully engaged employee. There is no agreement between defining the employee engagement by the earlier researchers and also its impact on job satisfaction and performance. In this concern, this study is significant in the definition of employee engagement and to find its relationship with job satisfaction and job performance in automobile industry.

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Pengaruh Kohesivitas dan Kepuasan Kerja Terhadap Kinerja Tenaga Kependidikan di Institut Pertanian Bogor

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.v8i3.22065 ◽

2018 ◽

Vol 8 (3) ◽

pp. 207

Author(s):

Maria Megumi Larasati ◽

Nurmala K Pandjaitan ◽

Sadikin Kuswanto

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Positive Relationship ◽

Quantitative Model ◽

Equation Model ◽

Administrative Staff ◽

Group Cohesiveness ◽

Group Members

ABSTRACTIt is generally believed that there is a positive relationship among the following three variables, which are cohesiveness, job satisfaction, and job performance. Good job performance of a group of workers needs good coorperation among the group members. Good cooperation can be viewed as the outcome of group cohesiveness. In addition, good job performance needs good job satisfaction. Furthermore, it is also commonly believed that group cohesiveness is positively related with job satisfaction. The objective of this study is to empirically test the phenomenon by conducting a survey on 102 respondents who are administrative staff in Bogor Agricultural University. A quantitative model namely Structural Equation Model (SEM) was utilized. It is concluded that cohesiveness positively effects job satisfaction as well as well as job performance. However, it is found that there is no statistically significant effect of job satisfaction on job performance. ABSTRAKUmumnya dipercayai bahwa ada hubungan positif antara tiga variabel berikut, yakni kohesivitas kelompok, kepuasan kerja, dan kinerja. Kinerja kelompok membutuhkan kerja sama di antara para anggota kelompok. Kerja sama yang baik dapat dipandang sebagai buah dari kohesivitas. Tambahan pula, kinerja yang baik membutuhkan kepuasan kerja yang baik pula. Lebih lanjut, lazimnya dipercayai bahwa kohesivitas berhubungan dengan kepuasan kerja. Studi ini secara empiris menguji fenomena tersebut dengan menggunakan survei terhadap 102 responden yang adalah tenaga kependidikan di Institut Pertanian Bogor. Model kuantitatif menggunakan Structural Equation Model (SEM). Ditunjukkan bahwa kohesivitas berpengaruh positif terhadap kepuasan kerja maupun terhadap kinerja. Namun ditemukan bahwa tidak ada pengaruh yang signifikan dari kepuasan kerja pada kinerja.

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