Impact of Age and Gender Diversity on Employee Performance in an Organisation - A Case Study of Zambia Compulsory Standards Agency (ZCSA)

Hapompwe, Chrine C.; Mulenga, Michael; Siwale, Jaqueline; Kukano, Crispin

doi:10.29322/ijsrp.10.06.2020.p10253

Cited by 4 publications

(3 citation statements)

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“…In the same vein, current findings are in line with those of Zhuwao, Ngirandu, Ndlovu and Setati (2019) who conducted a study in higher learning institution in South Africa and established positive relationship between gender diversity and employee performance. Similarly, other studies' findings (such as Kyalo & Gachunga, 2015;Odhiambo, Gachoka, & Rambo, 2018;Hapompwe, Mulenga, Siwale, & Kukano, 2020) are congruent with the findings of this article. Authors reported a significant positive relationship between gender diversity and employee performance.…”

Section: Discussion Of Findingssupporting

confidence: 92%

Gender Diversity and Employee Performance in the Tanzania Textile Firms

Amsi¹,

Kiflemariam²

2023

JHRSS

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Employees' performance is considered to be the lifeline of any organization considering the competitive environment that exists in the today's business world. One of the factors that can be used to promote employees' performance is gender diversity. In this regard, many researchers have been attracted to study such relationship. But most prior empirical studies focused on employee's performance as a single dimensional variable instead of being multidimensional variable. Employees' performance can be categorized as adaptive, contextual and task performance. In this regard, the article aimed at examining the influence of gender diversity on employees' performance dimensions. The sample size was 618 whereby 203 respondents were from Dar es Salaam; 173 from Mwanza; 117 from Shinyanga and 125 from Simiyu who were chosen by using multistage sampling technique. In total, 554 respondents filled in and returned the questionnaire which makes the response rate of 89.6%. Mean scores and Structural Equation Model (SEM) were used as data analysis techniques. The findings revealed that gender diversity had a statistically significant and positive influence on all employees' performance dimensions i.e. adaptive, contextual and task performance. Hence, the article recommends that organizations must ensure the appropriate mix of men and women at workplace through engendered recruitment, retention and career development. However, promotion and appointment of the higher positions such as managerial positions should base on the merits of an individuals and not on their gender.

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Section: Discussion Of Findingssupporting

confidence: 92%

Gender Diversity and Employee Performance in the Tanzania Textile Firms

Amsi¹,

Kiflemariam²

2023

JHRSS

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“…The fact that employees prefer to work with the opposite sex so long as they can perform their professional duties has been demonstrated by an important correlation of gender diversity and performance at work. The study found that firms with an objective of a stable workforce, increased production, productivity and profits are very much dependent on age diversity (Chrine, C., Mulenga, Siwale, & Kukano, 2020).…”

Section: Literature Reviewmentioning

confidence: 98%

Examining Age Diversity, Gender Diversity and Teaching Performance in Higher Education in the Kathmandu Valley

Gharti

2023

Nep. J. Multidisc. Res.

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Educational institutions worldwide strive for enhanced teaching quality and equitable practices, this brings understanding the potential influence of demographic factors on teaching effectiveness has become crucial. In this regard, the study focused on examining Age Diversity, Gender Diversity and Teaching Performance in Higher Education in the Kathmandu Valley. The study draws on comprehensive data collected from 421 faculty members utilizing a quantitative method. The study is confined solely to private management colleges and the primary tool utilized to gather data was a questionnaire. Frequency, Chi-square, and Pearson Correlation were used as a means to assess the objective. Findings show that private management colleges in the Kathmandu Valley have given greater importance to age with the intention of improving the performance of their teaching faculty. Gender differences were generally no-significant, except in fresher recruitment views. The research established a significant relationship between age diversity and teaching performance. This study employed cross-tabulation techniques combining age diversity and gender diversity as independent variables with teaching performance as the dependent variable. This particular approach is unique, as it has not been extensively investigated in prior studies within the Kathmandu Valley context, setting this study apart. Future research could extend this study to encompass educational, experiential, and ethnic diversity's impact on teaching performance.

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“…Similarly, a research study of Mulenga (2019) on the "Impact of age and gender diversity on employee performance in an organisation in Zambia's Compulsory Standard Agency" found that gender diversity has a high predictive power on employee performance. Thus, organisations that create an inclusive environment for all employees irrespective of gender and create policies that eliminate discrimination in the workplace can benefit from gender diversity.…”

Section: Introductionmentioning

confidence: 99%

Gender Diversity and Institutional Performance: What Management of Tertiary Institutions Should Know / Diversite Des Genres Et Performances Institutionnelles : Ce Que La Direction Des Etablissements Tertiaires Devrait Savoir

Kwofie,

Frimpong,

Baffoe

2023

EJHRMS

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This study investigated gender diversity and institutional performance in public tertiary institutions in Western Region of Ghana. The purpose of the study was to determine how gender is diversed in the selected institutions and the effect of gender diversity on institutional performance in these institutions. Quantitative method was used for the study. A sample size of 400 senior members was drawn from a population of 592 via purposive and convenient sampling techniques. A self-developed closed-ended questionnaire was used to collect the data. The data were analysed quantitatively with IBM Statistical Package for the Social Sciences (SPSS) version 25. Two research questions and two hypotheses were formulated to guide the study. Descriptive statistics such as means, standard deviations, percentages and Pearson correlation were used to analyse the data. The major findings of the study were that (1) gender diversity in Institution A differed from that of Institution B, and (2) there was a significant positive relationship between gender diversity and employee performance in public tertiary institutions in the Western Region of Ghana. Management of public tertiary institutions in Western Region should form diverse gender teams and apply good gender diversity strategies to improve employee/institutional performance. Cette étude a porté sur la diversité des genres et les performances de la direction dans les établissements tertiaires publics de la région occidentale du Ghana. Le but de l’étude était de déterminer comment le genre est divergé dans les établissements sélectionnés et l’effet de la diversité des genres sur les performances institutionnelles dans ces établissements. Un échantillon de 400 membres du cadre supérieurs des établissements tertiaires a été prélevé sur une population de 592 par des techniques d’échantillonnage ciblées et pratiques. Un questionnaire fermé a été déployé pour recueillir les données. Une méthode quantitative a été utilisée pour l’analyse à l’aide du logiciel statistique IBM pour les sciences sociales (SPSS) version 25. Deux questions de recherche et deux hypothèses ont été formulées pour guider l’étude. Des statistiques descriptives telles que les moyennes, les écarts-types, les pourcentages et la corrélation avec Pearson ont été utilisées pour analyser les données. Les principales conclusions de l’étude sont : (1) la diversité des genres dans l’établissement A diffère de celle de l’établissement B et (2) il existe une relation positive significative entre la diversité des genres et les performances des employés dans les établissements tertiaires publics dans la région occidentale du Ghana. La direction des institutions tertiaires dans la région de l’Ouest devrait former des équipes de genre diversifié et appliquer de bonnes stratégies de diversité des genres pour améliorer la performance des employés/établissements. Article visualizations:<img src="/-counters-/soc/0003/a.php" alt="Hit counter" />

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Impact of Age and Gender Diversity on Employee Performance in an Organisation - A Case Study of Zambia Compulsory Standards Agency (ZCSA)

Cited by 4 publications

References 0 publications

Gender Diversity and Employee Performance in the Tanzania Textile Firms

Gender Diversity and Employee Performance in the Tanzania Textile Firms

Examining Age Diversity, Gender Diversity and Teaching Performance in Higher Education in the Kathmandu Valley

Gender Diversity and Institutional Performance: What Management of Tertiary Institutions Should Know / Diversite Des Genres Et Performances Institutionnelles : Ce Que La Direction Des Etablissements Tertiaires Devrait Savoir

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