Moderating effect of organizational factors on the relationship between diversity management strategy and the performance of public universities in kenya
Tutkimuksessa tarkastellaan henkilön taustaominaisuuksien vaikutuksia päätyä julkisen sektorin työntekijäksi. Tarkastelu tehdään suomalaisella kaksosaineistolla, jonka avulla voidaan ottaa huomioon perhetaustaan ja genetiikkaan liittyvien muuten havaitsemattomien tekijöiden vaikutus. Tutkimuksessa käytetty aineisto kattaa vuodet 1990–2009. Tutkimusaineiston paneeliominaisuutta hyödynnetään tarkastelemalla henkilön siirtymiä yksityisen sektorin palveluksesta julkisen sektorin palvelukseen. Tulosten mukaan korkeampi koulutus ja ammatilliset preferenssit ovat yhteydessä henkilöiden päätymiseen julkisen sektorin palkkalistoille. Perheen perustaminen on myös positiivisesti yhteydessä henkilön todennäköisyyteen siirtyä yksityiseltä sektorilta julkiselle sektorille. Perheen perustamisen myötä riskin karttaminen kasvaa ja hakeutuminen vakaampiin ja vähemmän riskialttiisiin työsuhteisiin lisääntyy. Ekstrovertit henkilöt päätyvät myös muita todennäköisemmin julkisen sektorin työpaikkoihin. Myös palkka vaikuttaa siirtymiin. Korkeammilla palkkaluokilla työskentelevät jäävät todennäköisemmin yksityisen sektorin palvelukseen, koska julkisella sektorilla maksetaan näillä palkkaluokilla pienempää palkkaa.
The focus of this study is to assess the practices of work ethics in Gozamen District Rural Land
administration and Use and Revenue and Customs Authority Sectors. It is obvious that government is expected
to render a high degree of service to accomplish the needs of its citizens at large. To do so, it is expected to
create a professional and competent civil servant.
Impact of Workforce Diversity on Employees’ Performance in Nigeria Public Ser...YogeshIJTSRD
This study investigated the influence of workforce diversity on employees’ performance in Nigeria’s public service using Rivers State civil service as a case study. Good service delivery cannot be achieved where the personnel manager does not value the diversity that exists in the organization since it is the employees’ similarities and differences put together that lead to organizational effectiveness. To achieve the aims of this study, the following research questions were raised does workforce diversity exist in Rivers State Civil Service What are the various forms of diversity that exist in Rivers state civil service To what extent does diversity influence employees’ job performance Oral and previous works on the subject matter were used to answers questions. Methodologically, this study adopted the descriptive design and relied heavily on primary and secondary data, which guaranteed face and content validity while the analysis was anchored on Equity Theory. Conclusively, the study revealed that there can only be quality job performance and better service delivery in Rivers State Civil Service through a personnel manager who practices respect for human dignity, fairness and equity to avoid employees’ resentment. Ihuah, Glory Chinanu "Impact of Workforce Diversity on Employees’ Performance in Nigeria Public Service: A Study of Rivers State Civil Service, 2010- 2017" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41222.pdf Paper URL: https://www.ijtsrd.comhumanities-and-the-arts/political-science/41222/impact-of-workforce-diversity-on-employees’-performance-in-nigeria-public-service-a-study-of-rivers-state-civil-service-2010-2017/ihuah-glory-chinanu
Tutkimuksessa tarkastellaan henkilön taustaominaisuuksien vaikutuksia päätyä julkisen sektorin työntekijäksi. Tarkastelu tehdään suomalaisella kaksosaineistolla, jonka avulla voidaan ottaa huomioon perhetaustaan ja genetiikkaan liittyvien muuten havaitsemattomien tekijöiden vaikutus. Tutkimuksessa käytetty aineisto kattaa vuodet 1990–2009. Tutkimusaineiston paneeliominaisuutta hyödynnetään tarkastelemalla henkilön siirtymiä yksityisen sektorin palveluksesta julkisen sektorin palvelukseen. Tulosten mukaan korkeampi koulutus ja ammatilliset preferenssit ovat yhteydessä henkilöiden päätymiseen julkisen sektorin palkkalistoille. Perheen perustaminen on myös positiivisesti yhteydessä henkilön todennäköisyyteen siirtyä yksityiseltä sektorilta julkiselle sektorille. Perheen perustamisen myötä riskin karttaminen kasvaa ja hakeutuminen vakaampiin ja vähemmän riskialttiisiin työsuhteisiin lisääntyy. Ekstrovertit henkilöt päätyvät myös muita todennäköisemmin julkisen sektorin työpaikkoihin. Myös palkka vaikuttaa siirtymiin. Korkeammilla palkkaluokilla työskentelevät jäävät todennäköisemmin yksityisen sektorin palvelukseen, koska julkisella sektorilla maksetaan näillä palkkaluokilla pienempää palkkaa.
The focus of this study is to assess the practices of work ethics in Gozamen District Rural Land
administration and Use and Revenue and Customs Authority Sectors. It is obvious that government is expected
to render a high degree of service to accomplish the needs of its citizens at large. To do so, it is expected to
create a professional and competent civil servant.
Impact of Workforce Diversity on Employees’ Performance in Nigeria Public Ser...YogeshIJTSRD
This study investigated the influence of workforce diversity on employees’ performance in Nigeria’s public service using Rivers State civil service as a case study. Good service delivery cannot be achieved where the personnel manager does not value the diversity that exists in the organization since it is the employees’ similarities and differences put together that lead to organizational effectiveness. To achieve the aims of this study, the following research questions were raised does workforce diversity exist in Rivers State Civil Service What are the various forms of diversity that exist in Rivers state civil service To what extent does diversity influence employees’ job performance Oral and previous works on the subject matter were used to answers questions. Methodologically, this study adopted the descriptive design and relied heavily on primary and secondary data, which guaranteed face and content validity while the analysis was anchored on Equity Theory. Conclusively, the study revealed that there can only be quality job performance and better service delivery in Rivers State Civil Service through a personnel manager who practices respect for human dignity, fairness and equity to avoid employees’ resentment. Ihuah, Glory Chinanu "Impact of Workforce Diversity on Employees’ Performance in Nigeria Public Service: A Study of Rivers State Civil Service, 2010- 2017" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41222.pdf Paper URL: https://www.ijtsrd.comhumanities-and-the-arts/political-science/41222/impact-of-workforce-diversity-on-employees’-performance-in-nigeria-public-service-a-study-of-rivers-state-civil-service-2010-2017/ihuah-glory-chinanu
There are still many prevalent problems surrounding the high school curriculum. This can be seen with
many teachers still struggling with students’ retention on subjects being taught, as well as students having
difficulty with test taking. A focal point with the matter is the subjects themselves that are taught, as both teachers
and students complain about how many of the school subjects do not object towards practical skill sets needed
towards real life. In several countries, students are taught subjects related to vocation, career, finances, and even
investment. A main reason as to why these countries suffer less from economic distress, as well as having more
successful outputs for students, is because financial education is well implemented into the high school curriculum.
The purpose for this paper is to show case studies of various countries showing success due to financial education
taught in schools, and to therefore prove the point that financial education is needed all around for the youth.
Narrations of Work-Life Balance among Academic Staff in an Open Distance Lear...QUESTJOURNAL
ABSTRACT: This study explores Work-Life-Balance among academic staff in an Open Distance Learning institution. A qualitative case study is used. Data for the research was collected from 16 academic staff using purposeful sampling. Academics describe the work-life experiences in the context of five overarching themes: (a) time demands, (b) ideal academic (c) career advancement (d) technology, and (e) work environment. This analysis revealed that academics’ work-life experiences are driven by a dearth of time and an excess of roles. Their involvement in multiple, interdependent roles although enriching through career advancement, presents ongoing time-based conflicts due to intense pressures of work. The tension associated with juggling roles significantly impacts their personal well-being and career satisfaction. Recommendations for this study are twofold; those that aid the university management towards more poignant work-life balance policies in the university and the need to conduct more research in Work-Life-Balance in Open Distance Learning institutions.
Effect of Knowledge Management on Employee Retention in IT industry: Regressi...AkashSharma618775
Knowledge management (KM) is a tool that includes humans, processes and technology for managing
information and knowledge resources in an organization in order to keep in pace with the industrial
advancements. Knowledge management plays a key role in helping employees in performing their day to day
duties effectively. In addition to this it also has impact on certain lon term associations of employees with their
organization in terms of their survival and development there, which would have a major impact on Employee
Retention in the organizations. Thus studying the effect of Knowledge management on retention of employees in
organizations is very important in analyzing both the individual and organizational development, which would
have significant impact on the better development of the society.
Why does gender pay continue to exist in the modern workplaceLili Georgieva
A report investigating the reasons why does gender pay continue to exist in the modern workplace, developed as an assignment at the University Of Portsmouth in Managing Equality and Diversity Unit. Awarded with a 1st class result.
Improving leadership in higher education institutionsmejastudy
Improving leadership in Higher Education institutions:
a distributed perspective
Jitse D. J. van Ameijde Æ Patrick C. Nelson Æ Jon Billsberry Æ
Nathalie van Meurs
Organization citizenship behaviour as a determining Factor in Business outcomeAI Publications
The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.
Organizational Justice and Academic Staff Performance among Public and Privat...ijtsrd
The organizational conflicts among employers and employees in tertiary institutions most especially public institutions has remained a recurring spike in Nigeria that undermine the overall performance of lecturers and students outcomes in the institutions. The specific objective of this research is to investigate the extent of significant differences in organizational justice among lecturers in public and private universities in relation to academic staff commitment in tertiary institutions in South South States in Nigeria which is also in line with the research question and hypothesis. The research adopted a descriptive survey research design, the population of the study is 400. Factorial analysis of variance was used to test hypothesis with the aid of Statistical Package for Social Sciences SPSS version 20. Cronbach alpha was used to test the reliability of the instrument. The findings revealed that there is level of significant differences in interactional justice in relations to lecturer students relationship between academic staff in public and private universities in South South Nigeria, in conclusion equitable distribution of resources, fair procedures for job decisions, with appropriate allocation of resources and fair communication of decisions will result in high academic staff performance towards higher academic excellence. The researcher recommends among others that management of both public and private universities should come out with supportive policies as a way of promoting interactional justice toward maintaining lecturer student relationship which can be done through integrating the philosophy of target education programme established in 1990 by Aumua and Drake 2002 . Musah Ishaq | Prof. Lilian O. Orogbu | Dr. Ndubuisi-Okolo Purity U. ""Organizational Justice and Academic Staff Performance among Public and Private Tertiary Institutions in South-South States of Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30205.pdf
Paper Url : https://www.ijtsrd.com/management/general-management/30205/organizational-justice-and-academic-staff-performance-among-public-and-private-tertiary-institutions-in-south-south-states-of-nigeria/musah-ishaq
There are still many prevalent problems surrounding the high school curriculum. This can be seen with
many teachers still struggling with students’ retention on subjects being taught, as well as students having
difficulty with test taking. A focal point with the matter is the subjects themselves that are taught, as both teachers
and students complain about how many of the school subjects do not object towards practical skill sets needed
towards real life. In several countries, students are taught subjects related to vocation, career, finances, and even
investment. A main reason as to why these countries suffer less from economic distress, as well as having more
successful outputs for students, is because financial education is well implemented into the high school curriculum.
The purpose for this paper is to show case studies of various countries showing success due to financial education
taught in schools, and to therefore prove the point that financial education is needed all around for the youth.
Narrations of Work-Life Balance among Academic Staff in an Open Distance Lear...QUESTJOURNAL
ABSTRACT: This study explores Work-Life-Balance among academic staff in an Open Distance Learning institution. A qualitative case study is used. Data for the research was collected from 16 academic staff using purposeful sampling. Academics describe the work-life experiences in the context of five overarching themes: (a) time demands, (b) ideal academic (c) career advancement (d) technology, and (e) work environment. This analysis revealed that academics’ work-life experiences are driven by a dearth of time and an excess of roles. Their involvement in multiple, interdependent roles although enriching through career advancement, presents ongoing time-based conflicts due to intense pressures of work. The tension associated with juggling roles significantly impacts their personal well-being and career satisfaction. Recommendations for this study are twofold; those that aid the university management towards more poignant work-life balance policies in the university and the need to conduct more research in Work-Life-Balance in Open Distance Learning institutions.
Effect of Knowledge Management on Employee Retention in IT industry: Regressi...AkashSharma618775
Knowledge management (KM) is a tool that includes humans, processes and technology for managing
information and knowledge resources in an organization in order to keep in pace with the industrial
advancements. Knowledge management plays a key role in helping employees in performing their day to day
duties effectively. In addition to this it also has impact on certain lon term associations of employees with their
organization in terms of their survival and development there, which would have a major impact on Employee
Retention in the organizations. Thus studying the effect of Knowledge management on retention of employees in
organizations is very important in analyzing both the individual and organizational development, which would
have significant impact on the better development of the society.
Why does gender pay continue to exist in the modern workplaceLili Georgieva
A report investigating the reasons why does gender pay continue to exist in the modern workplace, developed as an assignment at the University Of Portsmouth in Managing Equality and Diversity Unit. Awarded with a 1st class result.
Improving leadership in higher education institutionsmejastudy
Improving leadership in Higher Education institutions:
a distributed perspective
Jitse D. J. van Ameijde Æ Patrick C. Nelson Æ Jon Billsberry Æ
Nathalie van Meurs
Organization citizenship behaviour as a determining Factor in Business outcomeAI Publications
The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.
Similar to Moderating effect of organizational factors on the relationship between diversity management strategy and the performance of public universities in kenya
Organizational Justice and Academic Staff Performance among Public and Privat...ijtsrd
The organizational conflicts among employers and employees in tertiary institutions most especially public institutions has remained a recurring spike in Nigeria that undermine the overall performance of lecturers and students outcomes in the institutions. The specific objective of this research is to investigate the extent of significant differences in organizational justice among lecturers in public and private universities in relation to academic staff commitment in tertiary institutions in South South States in Nigeria which is also in line with the research question and hypothesis. The research adopted a descriptive survey research design, the population of the study is 400. Factorial analysis of variance was used to test hypothesis with the aid of Statistical Package for Social Sciences SPSS version 20. Cronbach alpha was used to test the reliability of the instrument. The findings revealed that there is level of significant differences in interactional justice in relations to lecturer students relationship between academic staff in public and private universities in South South Nigeria, in conclusion equitable distribution of resources, fair procedures for job decisions, with appropriate allocation of resources and fair communication of decisions will result in high academic staff performance towards higher academic excellence. The researcher recommends among others that management of both public and private universities should come out with supportive policies as a way of promoting interactional justice toward maintaining lecturer student relationship which can be done through integrating the philosophy of target education programme established in 1990 by Aumua and Drake 2002 . Musah Ishaq | Prof. Lilian O. Orogbu | Dr. Ndubuisi-Okolo Purity U. ""Organizational Justice and Academic Staff Performance among Public and Private Tertiary Institutions in South-South States of Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30205.pdf
Paper Url : https://www.ijtsrd.com/management/general-management/30205/organizational-justice-and-academic-staff-performance-among-public-and-private-tertiary-institutions-in-south-south-states-of-nigeria/musah-ishaq
Running Head: RESEARCH TOPIC 1
RESEARCH TOPIC 3
Lilisbet Alonso
Florida National University
Nursing Research
Prof: Claudia Davis PhD, RN-BC
May 12, 2020
RESEARCH TOPIC
Family nurse practitioners are much more interested in improving the general quality of nursing care and services delivery to the patients. I believe that family nursing practitioner profession is very vital in improving the quality of care by serving a very unique function in the medical care system. This is through the development of lasting relationships with patients and viewing the success of patients within the greater family and community framework.
My research topic of interest is Obesity and Weight Management Programs. The reason why I choose doing this research is due to the day by day increasing mortality rates and considerable morbidity that are linked with obesity due to the impact that it has on other conditions such as type 2 diabetes, reproductive diseases, cancer as well as gastrointestinal diseases. (Tappen, 2016). Obese individuals face a incessant, enduring struggle. This makes obesity to be one of the most prevalent diet-related health problems globally and more so in the United States. It places a significant burden on healthcare systems. There is, therefore, the importance of research to better understand the problem and how it can be maintained.
According to Lean, et al., (2018) there was a projection by the government that by the turn of 21st century, less than of 20% of adults aged 20 years and above and no more than 15% of adolescents aged 12 and above should not be overweight. This goal has not been achieved; rather, the United States is moving father rather than closer to the goal. The prevalence of overweight and obesity continues to rise and not falling.
References
https://www.youtube.com/watch?v=hXvoKE6_wQo
https://www.youtube.com/watch?v=lw8HPXJP1VA
Lean, M. E., Astrup, A., & Roberts, S. B. (2018). Making progress on the global crisis of obesity and weight management. bmj, 361, k2538.
Tappen, R. M. (2016). Advanced nursing research: From theory to practice. Jones & Bartlett Publishers. Retrieved from: https://books.google.co.ke/books?hl=en&lr=&id=DnyUCgAAQBAJ&oi=fnd&pg=PR1&dq=Tappen,+R.M.+(2015).+Nursing+Research.+Advanced+Nursing+Research:+From+Theory+to+Practice.+(2nd+ed.).+Jones+%26+Bartlett+Learning.&ots=NMrFQlcuEw&sig=BcD9_wBWYoJnfY9u6duh8Qvt5TE&redir_esc=y#v=onepage&q&f=false
NORMAN, ELTON_DIS9902A-12-1 1
LAST, FIRST DIS9902A-12-4 1
Gender Diversity and Job Performance in the Banking Industry
Chapter 2
Student Name
Professor Name
14 May 2020
Table of Contents
Introduction 3
Patterns of Gender Diversity 6
Senior Management 7
Importance of Diverse Board 8
Theoretical Background 8
Agency Theory.
Workplace diversitymanagement in AustraliaWhat do manage.docxambersalomon88660
Workplace diversity
management in Australia
What do managers think and
what are organisations doing?
Paul J. Davis, Yuliya Frolova and William Callahan
KIMEP University, Almaty, Kazakhstan
Abstract
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.
Keywords Australia, Diversity, Gender, Human resource management, Managers,
Diversity management
Paper type Research paper
Introduction
Over the past few decades workforce diversity management (WDM) has evolved to
become an increasingly important part of human resource management (HRM) in
organisations. It is arguably the case that academic and practitioner interest in the
topic has grown owing to the benefits that diversity management (DM) strategies can
deliver. According to McCuiston et al. (2004), for example, properly implemented
policies to promote workplace diversity can result in an improved bottom line;
increased competitive advantage; superior business performance; higher levels of
employee satisfaction and loyalty; a strengthened relationship with multicultural
communities, and attracting the best and the brightest candidates. Indeed,
contemporary scholars concur: having and making use of a diverse workforce is
beneficial to organisations (Stewart and Brown, 2010; Ivancevich and Konopaske, 2012;
Dessler, 2013; Mathis et al., 2013; Mondy and Mondy, 2014; Noe et al., 2014).
It is important that equal employment opportunities (EEO) are embedded in the
firm’s routine business practices to ensure the success of DM initiatives. This means,
for example, that firms must provide EEO thro.
The paper examines the case of massification in science-based faculties at Gulu University. It is
argued that the boom in university education in Uganda resulted into the increase in students‟ enrolment over
time. This increase in enrolment resulted into situation of massification where the ratio of educational resources
and class numbers became incompatible. Using qualitative and quantitative research paradigms, the survey,
single-case and parallel cross-sectional designs, 294 respondents out of the 395 sampled population participated
in the study. The findings underscored that Institutional Autonomy and Governance play a central role in the
management of massification. The study finally concluded that although the organs of Council and Senate which
constitute the hallmark of Institutional Autonomy and Governance were well established at Gulu University
according to the Universities and Other Institutions Act (UOTIA), the University has met some challenges
especially with regards to corporate governance practices. Finally the study recommended that Gulu University
should encourage the corporate governance approach in all its management and administrative units with a view
of promoting bottom-up planning in order to yield desired outputs and targeted outcomes as well as marshal the
challenges posed by massification.
An Investigation into Gaps in the Flow of Communication at Institutional Leve...ijtsrd
This study investigated the communication challenges between staff members and management within universities in Lesotho. These communication flow gaps are mainly caused by top to bottom mode of communication with management concentrating on channeling information down to subordinates leaving little room for subordinates to express themselves freely by initiating communication with management. This mode of communication has the negative effect of demoralizing staff causing high staff turnover in the institutions of higher learning and this is detrimental to the progress of the learner. The study gathered information through questionnaires and the data was presented and analyzed quantitatively through tables and graphs. The results reflect that the top to bottom communication model predominantly used by management in Lesotho is not effective in bringing the best out of university staff. Mukurunge | Takura Bhila "An Investigation into Gaps in the Flow of Communication at Institutional Level: Case of Universities in Lesotho" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21402.pdf
Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/other/21402/an-investigation-into-gaps-in-the-flow-of-communication-at-institutional-level-case-of-universities-in-lesotho/mukurunge
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
A Comparative Analysis of Organizational Structure and Effectiveness between ...inventionjournals
The nature of services in institutions of higher learning requires that all stakeholders play
positive roles in the sustainability of the institution’s survival and effectiveness in giving quality teaching,
research and learning. Structure and processes are core requirements for understanding organizational
effectiveness. The actual scenario in the field, however, raises concerns as to whether cases of pending work,
inefficiency, conflicts among others can be arrested by having proper structures and processes. The purpose of
the study was to assess the effect of organizational structure on organizational effectiveness, in public and
private universities in Kenya, using the case of Moi University and University of East Africa (UEA)-Baraton.
Based on the study, this paper undertakes a comparative analyisis of organizational structure and
organizational effectiveness between UEA-Baraton and Moi University and the extent to which the nature of
formalization and level of horizontal integration are antecedents to level of communication and locus of
decision-making. The study utilized a cross-sectional survey design that was descripto-explanatory in nature to
identify attributes of the study population using a small sample of individuals. Independent samples t-test was
used to test whether there was any significant difference in organizational structure and organizational
effectiveness between public and private universities. Further, the study used hierarchical regression analysis to
test the hypotheses. Based on the sample of 365 participants (300 from Moi University and 65 from UEABaraton),
the independent samples t-test confirmed that there were significant differences in organizational
structure and organizational effectiveness between public and private universities. The regression results
indicated that the locus of decision-making had positive and significant effects on productivity, stability,
resource acquisition and human resource satisfaction and development. The results highlight the need to
improve organizational structure which has positive impacts on organizational effectiveness under the
moderation of organizational processes. This move is necessitated by the accelerated pace of business
complexity today.
Knowledge Application and Organizational Sustainability of Oil and Gas Compan...AJHSSR Journal
ABSTRACT: This study examined the relationship between knowledge application and organizational
sustainability of oil and gas companies in Rivers State. The study adopted a cross-sectional survey in its
investigation of the variables. Primary data was generated through structured administered questionnaire. The
population for this study was is made up of the twenty-four registered indigenous oil servicing companies in
Port Harcourt. Since the population is small, this study therefore adopts the entire population of 24 oil and gas
companies in Rivers State as a census. Five (5) managers were selected from each of 24 oil and gas companies
in Rivers State giving a total of 120 respondents. The reliability of the instrument was achieved by the use of the
Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the
Spearman’s Rank Order Correlation Statistics while the partial correlation was used to test the moderating effect
of organizational culture. The tests were carried out at a 0.05 significance level.The hypotheses were tested
using the Spearman rank order correlation Coefficient. The tests were carried out at a 95% confidence interval
and a 0.05 level of significance. The study findings revealed that there is a significant relationship between
enterprise knowledge audit and organizational sustainability of oil and gas companies in Rivers State. The study
concludes that when the investment in enterprise knowledge audit by oil and gas companies in Rivers State
positively enhances organizational sustainability. The study recommends that management of oil and gas
companies should ensure that knowledge delivery and analysis should be in sustainable environment within the
organization.
KEYWORD: Knowledge Application, Organizational Sustainability,
An Empirical Study to Determine the Relationship between Revealing Accounting...inventionjournals
This study, which focuses on accounting processes and especially the relationship between culture and fraud, attempts to propound the relationship between the cultural dimensions of the accounting professionals operating in Istanbul (Turkey) and the behavior of revealing fraud. The study attempts to demonstrate the degree of influence which the auditors are exposed in the event of ethical dilemma in two perspectives: firstly by examining the relationship between the factors that influence the auditors and the cultural dimensions, secondly by examining the relationship between the decisions to be made in the case of ethical dilemma and the cultural dimensions of the auditors. The results of the study conducted on independent auditors operating in Istanbul show that the dominant cultural dimension of auditors' cultural identities is the high power distance, taking into consideration the sampling. Nevertheless, it is seen that auditors have high cultural dimensions arising from avoidance of uncertainty, high collectivity and femininity. Despite the high level of avoidance of uncertainty, it was found that auditors' risk avoidance degree is moderately high, not substantially high. This can be explained by the high education level of the sampling group, their positions as top level managers and decision makers. Ethical sensitivity was found to be higher in women than men in the study. Conversely, it was determined that there is no relationship between cultural dimensions and revealing fraud, and there is a positively low strength, partial relationship between the factors that influence auditors in the case of an ethical dilemma and the risk taking attitude of the auditors.
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Moderating effect of organizational factors on the relationship between diversity management strategy and the performance of public universities in kenya
1. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.6, No.24, 2014
Moderating Effect of Organizational Factors on the Relationship
between Diversity Management Strategy and the Performance of
Public Universities in Kenya
Mr. Reuben Yegon1 Mr. Gikera Kahara2 Dr. Bichanga Walter Okibo3
1.Scholar, School of Business and Economics, Mount Kenya University
Contact: E-mail: marssuppliesltd@gmail.com
2.Scholar, School of Business and Economics, Mount Kenya University
Contact: E-mail: gkahara@yahoo.com
3.Senior Lecturer, Jomo Kenyatta University of Science and Technology
Contact: E-mail: walter.okibo@yahoo.com
*marssuppliesltd@gmail.com
Abstract
This study was designed to establish the effect of organizational factors on the relationship between workforce
diversity management on the performance of public universities in Kenya. The study utilized descriptive
correlational survey research design with emphasis on descriptive and analytical designs to put into perspective
the effect of organizational factors on the relationship between workforce diversity management and
performance of public universities in Kenya. The population of the study constituted all the public universities in
Kenya. This being a census study, the data was collected from all registrars in charge of human resource
management and administration in all public universities, by use of questionnaires. This study employed the test-retest
technique to ascertain the reliability of the data collection instruments. The findings obtained from this
study are useful to the following people: Scholars and academicians; can use the findings of this research as a
contribution towards the existing knowledge on workforce diversity management related studies. Students and
academicians wishing to carry out research in the field of workforce diversity management can use this study
and its findings as a source of literature. This study provides policy makers in public Universities and other
institutions of higher learning with alternative and appropriate interventions that can be employed for attaining
successful workforce diversity management. On overall significance, organizational factors did not have
significant moderating effect on the relationship between workforce diversity and university performance in that
they had an overall significance value greater than the set p-value α (Overall significance = 0.057). However, on
individual significance, the degree of moderation varies from one organizational factor to another with
University act/statutes, University culture and location of the university all had significantly moderate positive
effect (rxy.z = 0.269 p-value = 0.024, rxy.z = 0.285 P-value = 0.019 and rxy.z = 0.270 P-value = 0.014) respectively.
This implies that the presence of University act/statutes, University culture and location in the correlation model
improves the relationship between workforce diversity and universities performance. The study was based on the
premise that workforce diversity influence performance but this influence is moderated by a number of
organizational factors. The study results supported this premise in that workforce diversity was found to
significantly and positively affect performance with forty eight point six percent of the performance being
explained by workforce diversity.
Key words: Organizational Factors, Diversity Management Strategy and Performance
1. Introduction
The emerging challenge for institutions of higher learning is how to better appreciate the wealth in continuous
learning and the subsequent modification of behaviour in tandem with the dynamic global and national scenarios
in higher education. Reports by the National cohesion and integration commission (2008) showed that the
Kikuyu and Kalenjin communities dominate 40% of the public service jobs, regardless of the Cohesion Act
which requires that a ministry or department should not hold more than 33% of its staff from one ethnic
community. The report attributes the skewed dominance by the Kikuyu and the Kalenjin to political patronage.
Public universities in Kenya are not an exception, a quick observation of our country’s public university’s top
management, reveals that the vice chancellors and chancellors in those universities come from within the ethnic
boundaries of where the universities are situated and 90% of them are men and they are all senior citizens. A
direct outcome of this political compliance is a continued ethnicization of university administration, with the
appointment of key university personnel from members of one ethnic community and region remaining a key
feature. This he argues may lead to increased industrial unrests. Whereas the law in Kenya provides for industrial
action its negative consequences on the total University system have often undermined quality assurance both in
the short and long term. This is normally expressed through lost academic hours, strained personnel relationships
particularly between academic staff and university management, and brain drain. Ultimately, the final product
177
2. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.6, No.24, 2014
being rolled out (i.e. graduate students) stands the risk of being ‘half-baked’ and thus not adequately prepared for
the job market. This in itself translates into the loss of quality of human capital beyond the University walls.
Organizations and their management teams often define diversity too narrowly by tolerating, rather than
embracing, government guidelines about inclusion of gender, age and ethnic diversity in the workplace; focusing
on the avoidance of legal risks, rather than the benefits of diversity; and doing the minimum necessary, rather
than the maximum, to promote diversity.
2. Literature Review
In this study organizational factors are factors that influence the relationship between workforce diversity
management and performance of public universities. Whereas there are many factors that can influence the
relationship between workforce diversity management and performance of public universities, the study will
focus on University policies, university culture and perceived inequity. An organization's commitment to
diversity is reflected in the extent to which diversity policies and procedures are mutually understood and
communicated (Cox, 2004). Nevertheless, diversity issues including short and long term agency concerns are
rarely discussed in any consistent fashion (Allison, 2009). Diversity policies should be in aligned with
organizational mission and vision. Numerous organizations have recognized and attempted to respond
effectively to the demographic shifts in the workforce by launching diversity initiatives, hiring diversity
consultants, and offering an array of diversity training programs (Kalev, Dobbin, & Kelly, 2006).
Various researchers studying diversity in the workplace have consistently found that organizations that
emphasize collectivism in the work environment see more benefits of workplace diversity than organizations that
emphasize individualism (Chatman &Spataro, 2005; Dwyer, Richard, & Chadwick, 2003). The studies have also
been found that an emphasis on teamwork fosters better relationships within a department and can promote
identity within the department or organization that moves beyond surface level differences (Jayne & Dipboye,
2004). Based on this literature, we can conclude that departments that developed a strong culture of Involvement,
one in which all employees were developed, empowered, and encouraged to work as a team, would be perceived
as managing workplace diversity better than departments that had a weak Involvement culture. We were also
interested in whether the national culture of the country where employees were from would affect the
relationship between Involvement culture and diversity management perceptions. Hofstede’s (1980) research has
categorized countries based on being low or high in masculinity, individualism, uncertainty avoidance, and
power distance. According to Hofstede (1980) the two dimensions of national culture that could impact diversity
management are power distance and individualism. Countries high in power distance are characterized by a
general understanding that power differentials are “normal and legitimate.” We reasoned that the effect of
Involvement culture on the perceived management of workplace diversity would be stronger in countries
characterized as low power distance and high collectivism. Low power distance countries, such as Australia,
Canada, Germany, New Zealand, Sweden, United Kingdom, or the United States, would see stronger effects of
Involvement on workplace diversity perceptions than high power distance countries, because there would be less
barriers present in the workplace that would interfere with integrating diverse employees (Dwyer, et al, 2003). It
is believed that people from individualist societies primarily focus on their own best interests and the interests of
their immediate family. At the opposite end, collectivistic societies are characterized by a loyalty to one’s own
in-group and, as a consequence, are more tightly integrated. Countries high in collectivism, such as Brazil, Chile,
Ecuador, Hong Kong, Malaysia, Pakistan, South Korea, or Thailand, should see stronger effects of Involvement
on diversity perceptions than individualistic countries because of the emphasis on team work and inclusion
(Dwyer, et al, 2003).
Despite more inclusive hiring and promotion patterns at many levels of organizations, there are limited
opportunities for women and minorities. Argyris (2003) has observed that it is not unusual for managers to want
to clone themselves; to hire people who are like them in style and substance. This organizational cloning makes
not only increased comfort levels with coworkers but also allows one to foster continuity in the agency
consistent with the current management culture. Such behavior is detrimental to diversity goals and limits the
ability of the organization to become increasingly inclusive (Allison, 2009). Selecting or hiring employees based
on the rule “he is color of me” become the basis for the loss of a huge talent pool from organization. in a recent
research Arslan Ayub et al (2012) observed that the informal "rules of conduct" which surrounded hiring and
promotion practices were ultimately linked to the power relations within the organization, and were unspoken
and prevalent at all levels of the organization. These rules became so institutionalized that it was difficult for
those socialized into the organization to see how their own behavior, policies, and procedures continue to
promote inequity, insensitivity, and/or lack of access.
3. Methodology
This study used descriptive correlational survey research design as it sought to describe and establish the
relationships among the study variables namely workforce diversity, performance and organizational factors. A
178
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ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.6, No.24, 2014
research design is the arrangement of conditions for collection, measurement and analysis of data in that aims to
combine relevance to the research purpose Kothari (2010). Descriptive correlational survey research design
allows the researcher to describe and evaluate the relationship between the study variables which are associated
with the problem. Correlational survey design also allows a researcher to measure the research variables by
asking questions to the respondents and then examining their relationship (O’Connor, 2011). This being a census
study, all the public universities in Kenya which were registered and licensed by the Commission for Higher
Education as at July 2013 were studied. A list of the public universities which were registered and licensed by
the Commission for Higher Education (Appendix 3) indicated that there are twenty two public universities in
Kenya.
Both primary and secondary data was used in this study. Primary data was collected through the use of
key informant method and a self- administered questionnaire (Appendix 1). Hence, all the registrars in charge of
HR and administration and academic affairs in all public universities were selected to take part in the study as
they are perceived to be knowledgeable on the issues under study and for which they are either responsible for
their execution or they personally execute them. Only two respondents were interviewed in each university and
the questionnaire had both the open and closed ended questions and ‘drop and pick’ technique was used.
Primary data was used in this study because the selected respondents are able to evaluate the study variables.
Secondary data on the other hand, was obtained from the already written literature on the Kenyan universities
which was used to cross-validate and check the consistency of the questionnaire responses. The researcher
synthesized existing knowledge from a comprehensive desk-based literature from valid sources such as
published works, manuals, policy position papers and reports relevant to study topic and the specific period
under investigation. Documentary analysis was also used to gather background information by reviewing
literature relevant to the study. This involved a review of secondary data sources such as books and journals,
Commission for higher education publications, universities operation plans and Strategic Plans (SP) and other
relevant documents from authoritative sources on the topic under study.
The study employed a descriptive correlational survey research design hence the research instruments
used enabled the researcher to obtain accurate information in the shortest time possible. Therefore questionnaires
and document analysis was used to collect the desired data. The data collection instruments were administered
to all the twenty two public universities in Kenya. After the data had been collected, the researcher edited them
to ensure their completeness and consistency, Coding and classification then followed to ensure sufficient
analysis. The data was then entered and analyzed by simple descriptive analysis using statistical package for
social scientists (SPSS) computer software to generate cumulative frequencies and percentages. The software
package was chosen because it is the most used package for analyzing survey data. Besides being the most used
package, the software has the advantage of being user friendly (Mugenda, 2003). It is also easily used to analyze
multi-response questions, cross section and time series analysis and cross tabulation; (relate two sets of variables)
and it can also be used alongside Microsoft Excel and Word packages.
Both descriptive and inferential statistics were used in the analysis then presented using frequency and
contingency tables. Descriptive statistics were used to deduce any patterns, averages and dispersions in the
variables. They include measure of locations (mean) and measure of dispersions (standard error mean). These
measures were used to describe the characteristics of the collected data. Inferential statistics were used to
determine the relationship between the study variables and these inferential statistics included correlation and
regression analysis. The primary association among the study variables were assessed using correlation which
were tested both at 95 percent confidence level (level of significance, α= 0.05) and 99 percent confidence level
(level of significance, α= 0.01) and all the hypothesis were tested at 95 percent confidence level (level of
significance, α= 0.05).
To be able to determine the strength and the direction of the relationship between workforce diversity
and performance, and relationship between organizational factors and performance, the researcher used simple
regression analysis. To determine the effect of organizational factors on the relationship between workforce
diversity and performance, the researcher used Karl Pearson’s first order partial coefficient (rxy.z) as shown in
Table 3.1 below. The relationship between organizational factors and performance and work diversity was
expected to follow a regression model of the nature P=α+β2OF+ε
179
Where;
P = Performance of the university indicators
α ═ Intercept term
β1 and β2 = Beta coefficients
WD = Workforce Diversity
OF= Organizational factors and
ε = Error term- random variation due to other unmeasured factors.
4. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.6, No.24, 2014
4. Results
The key organizational factors in this study were the university specific factors. They were; university act/
statutes, university culture, location of the university. These factors show the operational features of the
universities and the following section highlights the study results on these organizational factors. In order to be
able to determine the influence of board of directors, respondents were required to respond to various aspects of
university statutes to the performance of their respective universities and their responses recorded in Table 4.1
below.
Table 4:1: The university statutes influences the performance of public universities
Frequency Percent Cumulative Percent
Strongly disagree 1 2.25 2.25
Disagree 5 12.25 14.50
Fairly agree 6 14.55 29.05
Agree 17 42.3 71.35
Strongly agree 11 28.65 100
Total 40 100
Source: Research
According to study findings in Table 4.1 reveals that 2.25 percent of the respondents strongly disagreed, 12.25
percent disagreed, 14.55 percent fairly agreed, 42.30 percent agreed while 28.65 percent strongly agreed with
most of the aspects of the influence of university statutes on the performance of the public universities in Kenya
board of directors to the Saccos. This shows that over 60 percent agreed or strongly agreed that the university
statutes had influence on the performance of the universities.
The respondents were asked to indicate the extent to which they disagree or agree with various aspects of the
university culture in their respective universities and their responses presented in the Table 4.2.
Table 4.2: Effect of University culture on the performance of the universities
Frequency Percent Cumulative Percent
Strongly disagree 2 3.55 3.55
Disagree 1 2.10 5.65
Fairly agree 5 12.33 17.98
Agree 21 52.95 70.93
Strongly agree 11 29.07 100
Total 40 100
Source: Research
According to study findings in Table 4.2 reveals that 3.55 percent of the respondents strongly disagreed, 2.10
percent disagreed, 12.33 percent fairly agreed, 52.95 percent agreed while 30.38 percent strongly agreed with
most of the aspects of university culture. Over 80 percent of the respondents agreed that the university culture
affects their performance
The respondents were asked to indicate the extent to which they disagree or agree with various aspects of
location of the university in their respective universities and their responses recorded in Table 4.3.
Table 4.3 level and nature of members in the University
Frequency Percent Cumulative Percent
Disagree 1 0.92 0.92
Fairly agree 5 14.68 15.60
Agree 22 54.02 69.62
Strongly agree 12 30.38 100
Total 40 100
Source: Research
According to study findings in Table 4.3 reveals that 0.92 percent of the respondents disagreed, 14.68 percent
fairly agreed, 54.02 percent agreed while 30.38 percent strongly agreed with most of the aspects of location of
the university. The results show that over 84.4 percent of the respondents say that their university performance is
affected by the location of the university.
To establish the moderating effect of the organizational factors on the relationship between workforce
diversity and performance, the relevant null hypothesis was stated as shown below:
H02. Organizational factors do not have significant moderating effect on the relationship between
workforce diversity and public universities performance in Kenya.
To be able to determine the moderating effect of the organizational factors, the researcher correlated
the mean of the measures of workforce diversity against the mean of the measures of university performance
without involving the organizational factors to obtain the zero order (Pearson) correlation coefficient (rxy). The
same process was repeated with every organizational factor as a controlling variable in order to obtain the first
partial correlation coefficient (rxy.z). The hypothesis test was set in such a way that the null hypothesis was
180
5. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol.6, No.24, 2014
rejected if rxy.z ≠ 0 and p-value < α otherwise fail to reject H02 if rxy.z = 0 and p-value > α. Table 4.4 gives a
summary of the effect of organizational factors on the relationship between workforce diversity and performance.
Table 4.4 Summary of the moderating effect of organizational factors on the relationship between
workforce diversity and performance
Results of zero order Correlation of workforce Diversity and Performance
181
Mean of workforce diversity Mean of performance
Mean of workforce diversity Pearson Correlation
Significance. (2-tailed)
N
1
.
40
0.280
0.014
40
Mean of
Performance
Pearson Correlation
Significance. (2-tailed)
N
0.280
0.014
40
1
.
40
Correlation is significant at 0.05 lever (2-tailed)
Results of first order partial correlation of workforce Diversity and Performance with Organizational
factors.
Control /
moderating
variable(z)
First order
partial
correlation (rxy.z)
Moderation effect of organizational factors
(compared to zero order simple correlation
coefficient of workforce Diversity and
Performance ( rxy = 0.280)
Significance
(p-value =
0.05, 2-tailed)
University act/
status
0.269 Moderately positive 0.024
University culture 0.285 Slightly negative 0.019
University
0.270 Moderately positive 0.014
location
Overall significance = 0.057
Source; Research data
The study results presented in Table 4.4 indicate that on overall significance, organizational factors did not have
significant moderating effect on the relationship between workforce diversity and university performance in that
they had an overall significance value greater than the set p-value α (Overall significance = 0.057). However, on
individual significance, the degree of moderation varies from one organizational factor to another. For example,
University act/statutes, University culture and location of the university all had significantly moderate positive
effect (rxy.z = 0.269 p-value = 0.024, rxy.z = 0.285 P-value = 0.019 and rxy.z = 0.270 P-value = 0.014) respectively.
This implies that the presence of University act/statutes, University culture and location in the correlation model
improves the relationship between workforce diversity and universities performance.
As shown in Table 4.4, none of the rxy.z = 0 and the p-value < α. We therefore rejected the null hypothesis and
concluded that organizational factors significantly affected the relationship between workforce diversity and the
university performance.
5. Conclusion
The fourth and final objective was to determine the effect of organizational factors on the relationship between
workforce diversity the performance of public universities in Kenya. The organizational factors involved in this
study were University act/statutes, University culture and location of the university. On aggregate, the
organizational factors were found to have a moderating effect on the relationship between workforce diversity
and performance of public universities though the degree and direction of the effect varied across the
organizational factors. University act/statutes, University culture and location of the university improved the
relationship between workforce diversity and university performance.
Organizational factors on the other hand, had a moderating effect in the relationship between
workforce diversity and performance. It was noted that the direction and strength of this effect vary across
individual organizational factors. However, on individual significance, the degree of moderation varied from one
organizational factor to another. Performance of public universities depended on the organizational factors with
thirty six point nine percent of their performance being explained by organizational factors.
The organizational factors of the Universities have been found to have a moderating effect on the
relationship between workforce diversity and performance hence the need to improve the organizational factors
in universities in order to improve on their performance.
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Stone, R.J. (1998), Human Resource Management, 3rd Edn, John Wiley & Sons, Brisbanes
Torres C, Bruxelles M (1992). "Capitalizing On Global Diversity", HRMagazine.
Vines, H. (1999), ‘Diversity: Differences at Work’, Hr monthly, May
Williams, K.Y. & O’reilly, C.A. (1998) Demography and Diversity in Organizations:A Review of 40 Years Of
Research. In: Staw, B.M. and Cummings, L.L. (Eds). Research in Organizational Behavior: Volume 20.
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Wright, P., Ferris, S. P., Hiller, J. S., & Kroll, M. (1995). Competitiveness through management of diversity:
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7. The IISTE is a pioneer in the Open-Access hosting service and academic event
management. The aim of the firm is Accelerating Global Knowledge Sharing.
More information about the firm can be found on the homepage:
http://www.iiste.org
CALL FOR JOURNAL PAPERS
There are more than 30 peer-reviewed academic journals hosted under the hosting
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Prospective authors of journals can find the submission instruction on the
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other than those inseparable from gaining access to the internet itself. Paper version
of the journals is also available upon request of readers and authors.
MORE RESOURCES
Book publication information: http://www.iiste.org/book/
IISTE Knowledge Sharing Partners
EBSCO, Index Copernicus, Ulrich's Periodicals Directory, JournalTOCS, PKP Open
Archives Harvester, Bielefeld Academic Search Engine, Elektronische
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