DESK REVIEW OF GENDER IN WORKFORCE DIVERSITY AND EMPLOYEE PERFORMANCE OF FAITH BASED ORGANISATIONS

Akinyi Ochieng Milkah, Bula Hannah Orwa

Abstract


Employee performance has been a major issue in Faith Based Organizations. Although there has been an effort to solve the problem, the major drive behind the processes in these organizations has been backed by the ‘faith’ aspect thus leaving behind other salient contributors to the performance of Faith Based Organizations. Over time, leadership in Faith Based Organizations has presumed that the available opportunities were to be filled by workers whose efforts were perceived to be more of a call than duty and whose results should be measurable. The big question has been how these organizations can deal with these changes in the workforce without undermining or contravening the religious beliefs, and cultural/behavioral orientation which may lead to attrition and decline in performance. Therefore, due to the foregoing changes in the workforce, this study is envisioned to explore the relationship between employee performance and workforce diversity that is over and above the belief that is faith orientated especially at a point where Faith Based Organizations have ventured into income generating activities that exposes them to equally compete with other competitors in business and fight for the best in the labour market without watering down the base belief of the organization. Over time, the current changes in the workforce with regards to their attitude, skills, interests as well as their relationship with other workers are beyond the control of management especially the bid to make them less impairing to the organizations. It is true that with the changing times religion alone would not be a standalone factor to qualifying employees onboard.

 

Article visualizations:

Hit counter


Keywords


work force diversity, gender diversity employee performance, Faith Based Organizations

Full Text:

PDF

References


Abayomi, A. O., & Yusuff, O. M. (2021). The role of ethnic diversity climate in enhancing of satisfaction and organizational commitment in workplace. Journal of Ethnic and Cultural Diversity in Social Work, 30(2), 149-162. Doi:10.1080/1513204.2020.1825404

Adeleke, P., & Misati, E. (2019). Employee diversity management: biggest challenge or opportunity for 21st Century organizations. IOSR Journal of Business and Management, 16(4), 102- 107.

Ahmed, A. H., Majid, A. Bibi, P. (2020). The Impact of Training and Development and Supervisor Support on Employees Retention in Academic Institutions: The Moderating Role of Work Environment, Gadjah Mada International Journal of Business 20(1):113

Allport, G. W. (1954). The nature of prejudice. Addison-Wesley, New York.

Anyango, O. & Oluoch, M., F. (2019). Workforce Diversity and Performance of Kisumu Law Courts, Kenya. International Journal of Business and Social Science. 8(2), 671-672.

Awuoche, A. F. (2015). Effect of employee diversity on organization performance of selected state corporations in Kenya (Unpublished thesis). KCA University, Kenya.

Barclay T. and Scott O. (2016). The effects of employee diversity towards the employee performance in an organization (Unpublished thesis). University of Tunku Abdul Rahman, Malaysia.

Barney, J. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99-120.

Brendl, K., & Neck, A. (2018). Appealing to motivation to change attitudes, intentions, and behavior: A systematic review and meta-analysis of 702 experimental tests of the effects of motivational message matching on persuasion. Psychological Bulletin, 148(7-8), 465–517.

Brewer, M. B., & Kramer, R. M. (1985). The psychology of intergroup attitudes and behavior. Annual Review of Psychology, 36, 219–243. https://doi.org/10.1146/annurev.ps.36.020185.001251.

Bonaventura, L. & Biondo, A. E. (2016). Disclosure of sexual orientation in the USA and its consequences in the workplace. International Journal of Social Economics, Emerald Group Publishing Limited, vol. 43(11), 1115-1123.

Bosire, J. & Oywer, H. (2020). Effect of diversity in workplace on employee performance in the banking industry in Kenya. The Strategic Business $ Change Journal of Management, 2(53), 145-181.

Byrne, D. (1971). The Attraction Paradigm. Academic Press, New York.

Deloitte (2021). Diversity, Equity, and Inclusion (DEI) Transparency Report.

De Saá‐Pérez, P., Diaz-Diaz, N. L. (2015). How diversity contributes to academic research teams’ performance: Diversity in academic research teams’ performance, Journal of Chemical Education, 99 (4), 1700-1707.

Dessler, G. (2011). Human Resource Management, 12th ed. Prentice Hall Press, Florida International University, New York.

Devine, P. G. (1989). Stereotypes and prejudice: Their automatic and controlled components. Journal of Personality and Social Psychology, 56(1), 5–18. https://doi.org/10.1037/0022-3514.56.1.5

Dovidio, J. F., & Gaertner, S. L. (2004). Aversive racism. In M. P. Zanna (Ed.), Advances in experimental social psychology, Vol. 36, pp. 1–52). Elsevier Academic Press. https://doi.org/10.1016/S0065-2601(04)36001-6

Gates, J. (2012). Diversity and workplace. Hispanic Network Magazine.

Gianecchi, M., & Zcchella A. (2020). Organizational Learning, knowledge creation, problem formulation and innovation in messy problems, European Management Journal, 32 (1), pp. 132-136

Gitonga, D. W., Kamaara, M., & Orwa, G. (2019). Employee diversity and the performance of telecommunication firms: the interactive effect of employee engagement. International Journal of Humanities and Social Science, 6(6), 65- 77.

Goethe, E., V. & Colina, M., C. (2018). Taking Advantage of Diversity within the Classroom. Journal of Chemical Education, 2, (5) 95.

Hoogendoorn, S., Oosterbeek, H., & van Praag, M. (2013). The impact of gender diversity on the performance of business teams: Evidence from a field experiment. Management Science, 59(7), 1514–1528. https://doi.org/10.1287/mnsc.1120.1674

Hogg, M. A., & Terry, D. J. (2000). Social identity and self-categorization processes in organizational contexts. The Academy of Management Review, 25 (1), 121–140. https://doi.org/10.2307/259266

Kendall, J., & Knapp, M. (2020). Measuring the performance of voluntary organizations. Public Management: An International Journal of Research and Theory, 2(1), pp. 105–132.

Kipsang, B. (2022). Workforce Diversity Management and Employee Performance among Non-Governmental Organizations in Nairobi, Kenya. International Academic Journal of Human Resource and Business Administration, 4, (2) 84-99.

Kundu, C, Bansal, J., & Mukesh, P. (2019). Perceived Workforce Diversity and Firm Performance: A Study of an Indian Public Sector Organization. Journal of Strategic Human Resource Management, 8 (1), 47-60.

Kyomugisha, A. (2018). Effect of workforce diversity management on performance of international development non-governmental organizations in Kenya. Unpublished MBA thesis, The University of Nairobi.

Liddle, B., Luzzo, D. Hauenstein, A. & Schuck, K. (2004). Construction and Validation of the Lesbian, Gay, Bisexual, and Transgendered Climate Inventory. Journal of Career Assessment 12(1):33-50.

Lloren, A. Parini, L. (2017). How LGBT-Supportive Workplace Policies Shape the Experience of Lesbian, Gay Men, and Bisexual Employees. Journal of Sexuality Research and Social Policy 14(3), 376-401.

Makhdoomi, U., M. & Nika., A. (2017). Workforce diversity and Employee Performance-An empirical study of telecom organizations. The International Journal of Human Resource Management 20, (2) 235-251

Mogambi, F, & Ndetei H, (2020). Age, age diversity discrimination climate and performance consequences-a cross organizational study. Journal of Organizational Behavior; Issue 32.

McDowell, H. (2018). Mobilizing invisible assets. Boston, MA: HBS Press.

Montoya, R. M., Horton, R. S., & Kirchner, J. (2008). Is actual similarity necessary for attraction? A meta-analysis of actual and perceived similarity. Journal of Social and Personal Relationships, 25 (6), 889–922. https://doi.org/10.1177/0265407508096700

Muange, R. & Kiptoo, W. (2020). Effect of Workforce Ethnic Diversity and Education Background diversity on Employee Performance in Selected Universities in Kenya. Equality, Diversity and Inclusion: An International Journal, 35(1), 48-64.

Mungai, A. N., & Muli, J. (2021). Workforce diversity and employee performance of private Christian universities in Kiambu County, Kenya. The Strategic Journal of Business & Change Management, 8

Munjuri, G, M. & Maina, M. R. (2013). Workforce Diversity Management and Employee Performance in The Banking Sector in Kenya. DBA Africa Management Review, 3(1). 223-227.

Newcomb, T. M. (1963). Stabilities underlying changes in interpersonal attraction. The Journal of Abnormal and Social Psychology, 66(4), 376–386. https://doi.org/10.1037/h0041059

Ouma, E. & Odero, I. (2019). Relationship between diversity and organizational performance of state corporations in the coast region of Kenya (Unpublished thesis). University of Nairobi, Kenya.

Parrotta, P, Pozzoli, D. & Mariola, P. (2019). Does labour diversity affect firm productivity?” Discussion Paper No. 6973. Bonn: Institute for the Study (IZA).

Roxana, B. & Bidwell, M. (2013). Women Choose Different Jobs from Men? Mechanisms of Application Segregation in the Market for Managerial Workers. 24, (3). 737-75

Sekulic, D., Spasic, M., Mirkov, D., Cavar, M. & Sattler, T. (2013). Gender-specific influences of balance, speed, and power on agility performance. Journal of Medical Publication, 11, (8) 345-351.

Tajfel, H. (1978). Differentiation between social groups. Academic publishers, New York.

Tajfel, H. and Turner, J. C. (1986). The Social Identity Theory of Intergroup Behavior. In: Worchel, S. and Austin, W. G., Eds., Psychology of Intergroup Relation, Hall Publishers, Chicago, 7-24.

Wambui, T. W., Kamau, A. & Muruki, S. (2013). Managing Workplace Diversity: A Kenyan Perspective. International Journal of Business and Social Science, 4, (16), 234-245.

Watson, D. & Kochore, L. (2012). Dealing competently, ethically, and faithfully with hard issues: The difficult but necessary road. Journal of the North American Association of Christians in Social Work, 44(2), 4-10.

Webster, J. R., Adams, G. A., Maranto, C. L., Sawyer, K., & Thoroughgood, C. (2018). Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research. Human Resource Management, 57 (1), 193–210.

World Bank (2018). Labor force, female percent of total labor force. Retrieved https://data.worldbank.org/indicator/SL.TLF.TOTL.FE.ZS.

Zhuwao, S. Ngirande, H., Ndlovu, W. & Setati, T. (2019). Gender diversity, ethnic diversity and employee performance in a South African higher education institution. International Journal of Scientific Research and Innovative Technology, 4(9), 81-96.

Zhuwao, S. (2017). Employee diversity and its effects on employee performance in a higher education institution in South Africa: A case of the University of Venda (Unpublished thesis). University of Venda, South Africa.




DOI: http://dx.doi.org/10.46827/ejhrms.v7i1.1580

Refbacks

  • There are currently no refbacks.


Copyright (c) 2023 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2017-2023. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


 

Hit counter