scholarly journals Effect of Workforce Diversity on Job Performance of Hotels Working in Jordan

2019 ◽  
Vol 14 (4) ◽  
pp. 85
Author(s):  
Ayat Mohammad Esam Saed Mohammad
Keyword(s):  
Job Performance ◽  
Diversity Management ◽  
Educational Background ◽  
Business Environment ◽  
Two Dimensions ◽  
Workforce Diversity ◽  
Workplace Diversity ◽  
Study Results ◽  
Study Population ◽  
The Impact

Implementing workplace diversity has become a major focus in many Human Resource departments. Diversity workforce can contribute to the organization’s success by enabling access to a changing marketplace via the organization’s multicultural employees. This study aimed to examine the impact of workforce diversity on the job performance in hotels operating in Jordan. Four dimensions of workplace diversity were included in the study: Gender, Age, Nationality, and Education background, on the other hand, job performance was measured by two dimensions: task performance and contextual performance. The study population consists of all managers working at different managerial levels in hotels in Jordan; samples of 389 managers were selected to represent the study population. Data were collected using a questionnaire developed on the strength of previous studies. Both IMB SPSS 19.0 and AMOS 23.0 were run to examine and test measures, data and hypotheses. The results of the study supported the hypotheses that workforce diversity dimensions; Gender, age, nationality and educational background have a positive impact on job performance. Based on the study results the researchers recommend managers and decision makers of hotels in Jordan need to create better diversity management action plans in order to better accommodate the changing business environment.

scholarly journals Managing Diversity in the Chinese Organizational Context: The Impact of Workforce Diversity Management on Employee Job Performance

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhiwen Li ◽  
Marijana Oljaca ◽  
Saba Fazal Firdousi ◽  
Umair Akram
Keyword(s):  
Job Performance ◽  
Organizational Context ◽  
Employee Commitment ◽  
Diversity Management ◽  
Moderating Effect ◽  
Workforce Diversity ◽  
Structural Empowerment ◽  
Job Match ◽  
The Impact ◽  
The Relationship

The purpose of this study is to investigate the impact of workforce diversity management on employee job performance in the Chinese organizational context, considering the mediating effect of person-job match and employee commitment and the moderating effect of structural empowerment. Data were collected from 400 telecommunication sector employees in China. All hypotheses were tested through structural equation modeling (SEM). The findings of the study illustrated that workforce diversity management has a positive and significant impact on employee job performance. Furthermore, the results indicated that person-job match and employee commitment partially mediate the relationship between workforce diversity management and employee job performance. Moreover, structural empowerment directly affects employee job performance, whereas a moderating effect is also found in the relationship between workforce diversity management and employee job performance. Finally, implications and limitations are discussed.

scholarly journals Impact of Workforce Diversity Management on Employees’ Outcomes: Testing the Mediating Role of a person’s Job Match

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824402090340 ◽  
Author(s):  
Wenjing Li ◽  
Xuhui Wang ◽  
Md Jamirul Haque ◽  
Muhammad Noman Shafique ◽  
Muhammad Zahid Nawaz
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Race And Ethnicity ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Mediating Role ◽  
Job Match ◽  
American Perspective ◽  
The Impact

The purpose of this study is to (a) investigate the impact of workforce diversity management on job match, job satisfaction, and job performance; (b) test the influencing role of job match on job satisfaction and job performance; and (c) examine the mediating role of a person’s job match on the association between workforce diversity management and employees’ outcomes (job satisfaction and job performance). Structured questionnaires were sent to employees working in five-star hotels in China. In total, 324 valid responses were analyzed through AMOS-SEM to draw the statistical conclusion. Overall, results revealed that workforce diversity management is positively related to a person’s job match, job satisfaction, and job performance. Next, a person’s job match is positively related to job satisfaction and job performance, in particular a person’s job match mediates the relationship between workforce diversity management and employees’ outcomes. Most of the studies in the area of workforce diversity management focused on the management of diversity such as age, gender, race, and ethnicity from American perspective. This could be among rare studies which investigate another aspect of workforce diversity management, such as management of diversity on the basis of skills, knowledge, interest, and preferences of employees from the Chinese perspective.

Workforce Diversity on Employee Performance in the Office of the Attorney General and Department of Justice, Kenya

2019 ◽  
Vol 3 (V) ◽  
pp. 252-266
Author(s):  
Hellen Kanaiza Barang’a ◽  
Chrispen Maende
Keyword(s):  
Employee Performance ◽  
Attorney General ◽  
Diversity Management ◽  
Educational Background ◽  
Workforce Diversity ◽  
Department Of Justice ◽  
Business World ◽  
Age Diversity ◽  
And Gender ◽  
Unit Of Observation

Embracing and managing diversity in today’s business world is an essential part of successful business practices as it brings various voices to a team, improves morale and increases overall productivity. However, manager face difficulties in understanding the value of each person’s unique abilities or voice, there may arise some instances where certain employees still have conflicts. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. In the office of the attorney general and department of justice now going through a massive influx of young workforce in both gender with diverse educational background and from different ethnic groups have brought a challenge of having different sets of values, expectations, and work styles in the work place and also understanding the other’s culture has been a heavy task on managing work force in the organization. It is due to this regard that this study sought to investigate the influence of workforce diversity on employee performance in the office of the Attorney General and Department of Justice in Nairobi City County, Kenya. The study specific objectives were to examine the influence of educational background diversity, ethnicity diversity, age diversity and gender diversity on employee performance. The theories guiding the study were the human capital theory, social identity theory, social exchange theory and social categorization theory. This study will use descriptive survey research design. The unit of observation was office of the Attorney General and Department of Justice in Nairobi City County, Kenya and the unit of observation was 5 Human Resource Managers and 50 Support Staff from HRM department. A census of 55 respondents was carried out. Primary data was collected using questionnaires. Quantitative data was analysed with the use of descriptive statistics such as mean and standard deviations and presented using tables, graphs, charts and figures. Content analysis was used to test data that was qualitative in nature or aspect of the data collected from the open ended questions. Multiple regression analysis was used to test the extent to which the variables relate to each other. The study examined that educational background diversity, ethnicity diversity, age diversity and gender had a positive and significant relationship on employee performance. The study concluded that employees with diverse educational background promote higher levels of consistency, creativity because of their unique perspectives. Ethnicity diversity management improve gains in worker welfare and efficiency, leads to reduced turnover costs, fewer internal disputes and grievances, prevention of marginalization and exclusion of categories of workers, improved social cohesion and so on. Age diversity in the workplace provides a larger spectrum of knowledge, values, and preferences. Having a diverse gender within the organization leads to a wider talent pool, encourages different points of view and approaches that come from different life experiences and the organization to challenge gender stereotypes. The study recommended that the organization should employ people of different backgrounds in education so as to improve creativity and innovation. The organizational management has responsibilities when it comes to promoting and monitoring ethnic diversity policy in the workplace. It is highly essential for the organization to find effective ways to meet the challenges of age diversity because both the old and the young employees can make tremendous contributions to the organization, in their own unique way. The organization should encourage team leaders to select diverse groups for projects to ensure the genders do not naturally separate.

Environmental Scanning for Organisational Effectiveness: A Study of Select MSMEs of Jammu and Kashmir, India

2015 ◽  
Vol 4 (3) ◽  
Author(s):  
Vinay Chauhan ◽  
Sushma Kaushal
Keyword(s):  
Organizational Effectiveness ◽  
Business Environment ◽  
Two Dimensions ◽  
The State ◽  
The Other ◽  
Political Environment ◽  
Environmental Scanning ◽  
Jammu And Kashmir ◽  
Economic Dimension ◽  
The Impact

Environmental scanning yields greater anticipatory management that provides important inputs for aquitision and use of information for planning and designing organization strategies. Apart from this, effective environmental scanning activities are likely to deal with threats and grasp the opportunities to finally link with enhancing organizational effectiveness. In fact this relationship matrix has led the researchers to conduct an environmental scanning through an examination of the existing status the components of the macro-environment vis-a-vis their relationship with the organizational effectiveness. There are a number of approaches, which describe the macro-environment, of which PEST analysis is regarded as the most common approach for considering the external business environment. Thus, the present study applies PEST analysis to scan the existing business environment. Jammu and Kashmir due to its peculiar political, geographical, economic, and socio-cultural features, had led its cost mountain economy become a distinctive identity. Despite the fact that the state has rich endowments, international relations with its neighbours vis-a-vis its impact on political environment also pose developmental challenges for the business units operating in the state. This has provided valid rationale for conducting the present. The environmental scanning is done through the perception of the select entrepreneurs operating MSMEs in the state of J & K. An impact analysis of environmental factors (PEST) on the organizational effectiveness is also done in the study. The findings of the study show that the political environment of the state that is not favourable for entrepreneural development whereas the rest of the other drivers of PEST i.e. economic environment, socio-cultural environment, and technological environment show a favourable response of the entrepreneurs. In terms of cause and effect relationship, it is found that the first two drivers of the PEST i.e. political and economic dimension impacts OE positively whereas the other two dimensions namely socio-cultural and technological impacts OE negatively but it is pertinent to mention that the impact is very less and is insigninificant. The study also suggests some of strategic options for developing and creating an enabling environment for successful entrepreneurial development to achieve integrated development of the state.

scholarly journals Organizational Cynicism and Its Impact on Organizational Pride in Industrial Organizations

2019 ◽  
Vol 16 (7) ◽  
pp. 1203
Author(s):  
Omar Durrah ◽  
Monica Chaudhary ◽  
Moaz Gharib
Keyword(s):  
Structural Equation ◽  
Negative Impact ◽  
Sampling Technique ◽  
Two Dimensions ◽  
Equation Modeling ◽  
Industrial Organizations ◽  
Organizational Cynicism ◽  
Study Results ◽  
Study Population ◽  
The One

Organizational cynicism has been a topic of discussion and debate among employees and top management. The purpose of this study is to find out the relationship between organizational cynicism and organizational pride. Precisely, the objectives are to identify and measure organizational cynicism among employees in industrial organizations; to determine and measure the degree of organizational pride among employees in industrial organizations and to study the effect of organizational cynicism on the organizational pride of employees in industrial organizations. In this empirical research, the study population was employees of industrial organizations of Oman. Using a purposive sampling technique, nine industrial organizations from Oman were picked. With the help of structured questionnaire, data from 350 respondents was obtained. Structural equation modeling was used through Amos version 25.0 for data analysis. The results reveal that the two dimensions of organizational cynicism (affective cynicism and behavioral cynicism) have a significant and negative impact on emotional pride, while cognitive cynicism does not significantly effect emotional pride. The study results indicate that the one dimension of organizational cynicism (affective cynicism) has a significant impact on attitudinal pride, while the rest of the other dimensions (cognitive cynicism, behavioral cynicism) do not have a significant effect on attitudinal pride. The limitations and implications of the research are also discussed.

scholarly journals CO-EDUCATION VERSUS SINGLE-GENDER EDUCATION: INFLUENCE OF DIFFERENT EDUCATIONAL SYSTEM ON THE STUDENT SELF-ESTEEM, CONFIDENCE LEVEL, AND ACADEMIC ACHIEVEMENT IN PAKISTAN

2020 ◽  
Vol 36 (02) ◽  
pp. 94-106
Author(s):  
Bushra Yasin ◽  
Muhammad Azim ◽  
Aminah Qayyum
Keyword(s):  
Academic Achievement ◽  
Confidence Level ◽  
Active Role ◽  
Self Esteem ◽  
Study Results ◽  
Selective Universities ◽  
Single Gender Education ◽  
Study Population ◽  
Level Scale ◽  
The Impact

Different education sectors are playing active role in the development of students like performance, self-esteem, and confidence. To fulfill the study purpose, the researcher used 2 scales (Rosen Berg self-esteem and Dr. John confidence level scale) and collected the data from the students of both of the specified educational settings. The students of universities of the district Faisalabad were the study population, and students of 3 selective universities were the sample of the study. After data collection, the researcher applied one-way ANOVA to check the impact of all variables on students’ academic achievement. The study results showed no significant impact of both types of education on students’ academic achievement but it has a significant impact on their confidence level and the self-esteem. At the end of the paper, it was recommended that teachers need to focus on student confidence level and self-esteem to build their good personalities leading to the higher academic achievements.

scholarly journals The Impact of Job Enrichment on Employees’ Performance: A Survey Study on Jordan Customs Employees in Aqaba

2021 ◽  
Vol 16 (3) ◽  
pp. 1
Author(s):  
Saud Saleh Abu Tayeh
Keyword(s):  
Job Performance ◽  
Analytical Approach ◽  
Response Rate ◽  
Survey Study ◽  
Administrative Employees ◽  
Study Population ◽  
Job Enrichment ◽  
The Impact ◽  
Analyze Data

The research aimed to identify the role of job enrichment with dimensions (diversity of skills, autonomy, and feedback), on job performance of the administrative employees at Aqaba Jordan customs. The study population consisted of all 213 administrative employees. The researcher applied the descriptive- analytical approach, where questionnaire forms were distributed to a random sample of 138 employees, while131 forms were responded by a response rate of 94.9%. SPSS was applied to analyze data. The study concluded that there was a positive significant relationship between the dimensions of job enrichment and job performance of employees at Aqaba Jordan Customs, which confirms the need to pay more attention to this administrative approach in order to improve the level of job performance of employees in organizations in general.

scholarly journals Workforce Diversity and Organizational Performance during COVID-19: Evidence from Pharmaceutical Companies

2021 ◽  
pp. 801-808
Author(s):  
Ikramuddin Junejo ◽  
Saba Shaikh ◽  
Jalil Ahmed Thebo ◽  
Syed Salahuddin
Keyword(s):  
Organizational Performance ◽  
Gender Diversity ◽  
Testing Hypothesis ◽  
Workforce Diversity ◽  
Primary Data ◽  
Pharmaceutical Companies ◽  
Future Performance ◽  
Age Diversity ◽  
Study Results ◽  
The Impact

The aim of this study is to identify the impact of workforce diversity on organizational performance. For achieving research objectives and testing hypothesis the primary data collected with help of adopted questionnaire. The respondents were considered from Pharmaceutical companies which are operating in Sindh, Pakistan. Sample was consisting of 300. Findings of this study confirmed all proposed hypothesis are found to have significant impact of Gender diversity during covid-19, Age diversity during covid-19, Education diversity during covid-19 and Experience diversity during covid-19 on Organizational performance during covid-19 in pharmaceutical companies. However, new insights of this study revealed that gender diversity during covid-19 has more positive and significant impact with respect to other workforce diversity variables due to higher beta value. For better future performance this study results suggest to top management of Pharmaceutical companies should manage the workforce diversity.

Relevance of obstructive sleep apnea and smoking: Obstructive sleep apnea and smoking

2020 ◽  
Author(s):  
Ayse Didem Esen ◽  
Meltem Akpinar
Keyword(s):  
Obstructive Sleep Apnea ◽  
Sleep Apnea ◽  
Rem Sleep ◽  
Demographic Data ◽  
Apnea Hypopnea Index ◽  
Obstructive Sleep ◽  
Study Results ◽  
Significant Difference ◽  
Study Population ◽  
The Impact

Abstract Background The data concerning the association of smoking and obstructive sleep apnea (OSA) are limited. The effects of cigarette smoking on OSA still remain obscure. Objectives To reveal the impact of smoking on obstructive sleep apnea. Methods About 384 patients with the diagnosis of OSA through full night polysomnographic (PSG) examination were included to the study. The demographic data (age, sex and BMI), complaints and medical history, status of smoking as non-smokers and smokers, smoking frequency (cigarettes/day), polysomnograhic data comprising apnea hypopnea index (AHI), non-REM sleep AHI (NREM AHI), REM sleep AHI (REM AHI), minimum oxygen saturation (min SaO2) were recorded for all the subjects. Non-smokers and smokers were compared in terms of severity of OSA. Results The study population consisted of 384 subjects, 253 males and 131 females. Smoking frequency was not found correlated with OSA severity. Among smokers, males had higher severe OSA rate (P = 0.002, P < 0.05). In subjects with BMI < 30, severe OSA rate was higher in smokers (34.44% versus 21%) (P = 0.027, P < 0.05). Conclusions Our study detected higher rate of severe OSA in male smokers and smokers with BMI < 30. PSG data did not yield statistically significant difference in non-smokers and smokers. OSA severity was not found correlated with smoking frequency. Along with the study results, the impact of smoking on OSA is still controversial. Prospective studies with larger sample size may be contributive to further evaluation of the association of OSA with smoking.

Workplace diversity management in Australia

2016 ◽  
Vol 35 (2) ◽  
pp. 81-98 ◽  
Author(s):  
Paul J. Davis ◽  
Yuliya Frolova ◽  
William Callahan
Keyword(s):  
Design Methodology ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Workplace Diversity ◽  
Senior Managers ◽  
Content Type ◽  
Attitudes And Practices ◽  
Divergence Of Opinion ◽  
Hr Managers ◽  
Practical Implications

Purpose – The purpose of this paper is to identify Australian managers’ attitudes and understandings regarding workforce diversity management (WDM) and the practices and incorporation of WDM in organisations. Design/methodology/approach – Methodology is quantitative. A questionnaire in the form of a self-administered survey instrument was mailed to 650 managers (325 HR managers and 325 other managers) in Sydney, Melbourne and Brisbane. Findings – The research found that workforce diversity is not especially well understood or appreciated; especially by non-HR managers. Organisations appear generally not to prioritise WDM and levels of senior manager engagement with the topic are tentative. Statistical analysis highlighted considerable divergence of opinion across the surveyed group. Research limitations/implications – As an exploratory study, further research is encouraged to better understand cause and effect relationships pertaining to the findings. Practical implications – There are implications for HR managers or those in related roles who might design, implement and promote WDM initiatives. There are implications for consultants, employees and senior managers regarding education, awareness and support of diversity objectives. Originality/value – Addresses a gap in the literature by looking at contemporary attitudes and practices regarding WDM in Australian organisations. Provides the first empirical comparison between HR and other managers on the topic.

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