Discrimination in Employment and Task Delegation at Workplace in the Malaysian Context

Kadiresan, Vimala; Javed, Najwa Khalid

doi:10.6007/ijarbss/v5-i7/1707

Cited by 4 publications

(3 citation statements)

References 44 publications

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“…Such assumption may imbalance the relations of employees. Once relations among colleagues become unstable due to perceived discrimination, it is a source of psychological and social stressor to minimize employees efficiency (Sonnentag and Frese, 2003) and arguably can undermine organizational performance (Kadiresan and Javed, 2015). Thus, it is proposed: H3.…”

Section: Injustice and Organizational Performancementioning

confidence: 99%

Impact of employee perceptions of mistreatment on organizational performance in the hotel industry

Sarwar

Muhammad

2020

IJCHM

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Purpose This paper aims to investigate the impact of injustice, discrimination and incivility on organizational performance in the hotel industry. In addition to this, the study also investigates the mediating effects of discrimination and incivility between distributive injustice, procedural injustice and organizational performance. Design/methodology/approach A survey was conducted to collect the data from hotel industry employees on a structured questionnaire by using convenience sampling approach. PLS-SEM was used to analyze the useable data of 285 respondents. In addition to this, to evaluate the predictive performance of exogenous constructs newly suggested hold out sample approach in PLS-SEM was also considered. Findings Results indicate that incivility and procedural injustice has a negative and significant effect on organizational performance, while the impact of distributive injustice and discrimination on organizational performance was insignificant. Further, incivility was found to be a significant mediator, while mediation of discrimination was not supported between distributive injustice, procedural injustice and organizational performance. Practical implications Findings are important for hotel managers to adjust their strategies to improve organizational performance. Originality/value This study contributes in existing literature by concentrating on predictors that undermine the organizational performance. To the best of the authors’ knowledge, this is one of the early studies to contribute in literature by investigating the impact of injustice perceptions on employee perceptions specifically perceived incivility and perceived discrimination on organizational performance. Further, it also investigated the mediating impact of perceived incivility and perceived discrimination between injustice perceptions and organizational performance. Such considerations have implications for researchers, students and practitioners. For researchers, this study helps to ponder on an alternative approach by considering those factors which may undermine organizational performance, instead of focusing only on those factors which enhance organizational performance. For research students, such contribution will bring a new avenue to consider further research. Managers will find help to control such factors which minimize organizational performance.

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Section: Injustice and Organizational Performancementioning

confidence: 99%

Impact of employee perceptions of mistreatment on organizational performance in the hotel industry

Sarwar

Muhammad

2020

IJCHM

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“…because of their membership in a particular social group, is considered as discrimination, on the other hand, discrimination's prevention consists of measures preventing behavior which denies or limits any person's right to equal treatment (Sozański, 2005). Discrimination manifests in differentiation and preferential treatment of certain people over others (Kadiresan and Javed, 2015). The occurrence of discrimination is determined by e.g.…”

Section: Discrimination and Its Characteristicsmentioning

confidence: 99%

Selected Manifestations of Discrimination as Perceived by Male Employees in Polish Companies: A Self-Study Research Account

Zinczuk

2017

ijsr

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Purpose -The purpose of the study was to estimate the prevalence of unequal treatment of men employed in Polish enterprises and the level of knowledge possessed by the employees in terms of the rights of discriminated persons. Methodology -A survey was carried out using a survey questionnaire which included a total of 304 male employees in 12 surveyed enterprises, holding managerial and specialist positions, located in various functional areas of the organization. Findings -The research conirmed the phenomenon of discrimination against men in the workplace and low level of respondents' knowledge on the rights of discriminated persons. The answers provided by male respondents show that the most frequently encountered type of discrimination in order of indication was discrimination on grounds of education, age, sex, while the least indicated kind of discrimination concerned disability. Research implications -The indings of this study may serve as a starting point to discover the causes of the phenomenon of discrimination in the workplace. Practical implications -The indings of this study may be used by employers to develop programs against discrimination and to educate employees in identifying and responding to cases of unequal treatment in the workplace. Social implications -The indings of this study may increase the general knowledge on the phenomenon of discrimination in the workplace. Originality/Value -The article complements the knowledge on the selected manifestations of discrimination, the prevalence of unequal treatment of men in their working life and the level of knowledge possessed by the respondents in terms of the rights of discriminated persons. Type of article -A research article.

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“…Research on the consequences of discrimination has shown that employees will become more agitated and demotivated because of discrimination. As a result, they try to resign and work somewhere else Kadiresan & Javed, 2015). Besides that, a career survey with 1000 respondents was conducted by Careeraddict (2020) and shows that 53 percent of the respondents felt that they were being discriminated against by their employer or supervisor and plans to quit the jobs because of limited job opportunities.…”

Section: Introductionmentioning

confidence: 99%

Effects of Discrimination in the Workplace on Turnover Rate

Sheng¹,

Ko²,

Wen³

et al. 2022

J BIMP-EAGA RD

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Discrimination has been identified as a significant risk factor for employee turnover and organizational performance. Discriminatory encounters may behave similarly to other pressures in that they trigger physiological responses that accelerate turnover. The purpose of this conceptual literature review is to summarize the past studies on discrimination and turnover rate and to analyze the impact of workplace discrimination on job satisfaction and turnover intentions. This paper used to systematically examine English-only research retrieved from the Emerald, Science Direct, and Universiti Malaysia Sabah (UMS) databases. This study found that both females and males experienced gender discrimination in the workplace. The lower the workplace discrimination the lower turnover rate in an organization. This study points out limitations in the available evidence and makes recommendations for future research into the relationship between discrimination and turnover rate.

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Discrimination in Employment and Task Delegation at Workplace in the Malaysian Context

Cited by 4 publications

References 44 publications

Impact of employee perceptions of mistreatment on organizational performance in the hotel industry

Impact of employee perceptions of mistreatment on organizational performance in the hotel industry

Selected Manifestations of Discrimination as Perceived by Male Employees in Polish Companies: A Self-Study Research Account

Effects of Discrimination in the Workplace on Turnover Rate

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