Impact of diversity management on organizational performance in hotel organizations: a conceptual framework

Nguyen, Nhat Tan; Yadav, Meenakshi; Pande, Sagar; Bhanot, Astha; Hasan, Mohammed Faez

doi:10.1007/s13198-021-01358-7

Cited by 12 publications

(13 citation statements)

References 23 publications

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“…Our study strengthens the finding of earlier studies i.e. (Nguyen et al, 2022;Otaye-Ebede, 2018). Consequently, results of the study are completely in consistent with earlier research studies.…”

Section: Discussionsupporting

confidence: 93%

“…Research objective 2 for research was to study existence of perception of diversity management practices in organizations. As per results of the study, it was proved that not only the perception about diversity management practices happens in organizations but also, they have positive effect on organizational performance and are in consistent with the results of (Nguyen et al, 2022;Otaye-Ebede, 2018). It was also found that when employees perceive that their organizations respect diversity through its efficient implementation in organizations, they offer high-quality services to customers and resultantly rise in organizational performance.…”

Section: Discussionsupporting

confidence: 77%

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The Impact of Diversity Management and Organizational Performance in Higher Education Sector in Pakistan

2022

AHSS

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Organizations are becoming more and more3 diverse that requires inclusion of diversity management by HR managers. The studies, suggest organizations to support full participation of all the flavors of workforce for reaping optimal organizational performance, otherwise, a poorly managed diversity may cause this performance as low. In this regard, the studies elaborating the fostering effect of diversity management HR policies for achieving sustainable competitive advantage are very rare. Thus, the main purpose of the research is to explain the relationships between diversity management practices and organizational performance. Hypotheses has been developed and the diversity management practices, and the organizational performance have been measured using the Employees' perception of diversity management practices (EPDMP) scale and on a sample size of 500 employees from public and private sector organizations across Pakistan. The results confirm the relationship between diversity management practices and organizational performance. It has been concluded that higher workforce diversity does not automatically produce an inclusive climate, specific working environment is required to support workforce diversity where diverse employees are valued and appreciated. Practical implications for policy makers have also been discussed

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Section: Discussionsupporting

confidence: 93%

Section: Discussionsupporting

confidence: 77%

The Impact of Diversity Management and Organizational Performance in Higher Education Sector in Pakistan

2022

AHSS

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“…There is a link between relying on a sustainability strategy and the need for sustainability management in the economic unit, as (Baumgartner & Rauter, 2017) states that having a sustainability management system is not enough for a unit to play an influential role in sustainable development; rather, changing the concepts of unit management is required to pay attention to the orientation towards a sustainability strategy (Nguyen et al, 2021).…”

Section: Gmentioning

confidence: 99%

A University Control Systems Development Using the Strategic of Sustainability: Survey Study in the Iraqi Private Universities

Mahdi

Abass

2022

J. Professional Business Review

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Purpose: The research aims to try to develop university monitoring systems based on sustainable development indicators, by formulating a proposed path for the possibility of integrating its dimensions within the strategy of the Iraqi private universities. Theoretical framework: The university's strategy is to fulfill its social responsibility towards society and the environment to achieve value for stakeholders associated with Iraqi universities in the long term. Design/methodology/approach: The research sample they are final statements and financial reports issued by the Board of Supreme Audit for the number of private Iraqi universities; there are 30 universities. As well as management reports issued by the concerned authorities for universities in Baghdad for the Iraqi private universities in the capital for the period (2016.2017). The questionnaire was used as research tool; Findings: Non-application of international accounting and auditing standards in private Iraqi universities, which highlights the lack of preparation of long-term reports in private Iraqi universities for sustainable development in future. Research, Practical & Social implications: the sustainability report represents a structured presentation of the economic, environmental and social performance of the economic unit, thus helping to maximize the long-term value of the unit. Originality/value: Presenting a proposed path for the Iraqi private universities to develop university control systems by integrating the university's strategy with the sustainability strategy

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“…Organizations are facing challenges in managing a diverse workforce in general and gender and ethnicity (The Biggest Challenges Companies Face in Making Diversity and Inclusion Successful, n.d.). That is why diversity management has become a critical element for organizational leadership to manage workforce diversity to enhance organizational performance (Nguyen et al, 2022). The growth of gender and ethnically diverse employees has achieved successful management of workforce diversity as a business case for organizations (Roberson et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Diversity Management and Organizational Performance in Pakistan

HANIF¹,

Athar²,

Rehman³

et al. 2023

RMS

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Purpose The main purpose of research is to examine the relationships between diversity management and organizational performance along with the fostering role of leadership dimensions. Methodology Diversity management practices have been measured using the EPDMP scale on a sample of 514 employees from organizations across Pakistan and data were collected from employees of universities. The PLS-SEM was used as the main technique for data analysis. Findings Results show that higher workforce diversity does not automatically produce inclusive climate-specific diversity inclusive leadership dimensions are required to support diversity environment where employees feel valued and appreciated. Further, the results confirm that the diversity-inclusive leadership dimensions moderate the relationship between diversity management and organizational performance. Conclusions The study concluded that diversity management has a positive and significant direct impact on organizational performance. Therefore, policymakers need to devise human resource statutes, rules, regulations, policies, and practices that promote a heterogeneous workforce in organizations and offer equal opportunities to all employees unrestricted by individual employee identities such as gender, race, ethnicity, education, religion, function, and abilities. Practical implications The findings are very helpful for HR managers for effective diversity management to enhance their organizational performance. Originality/value: The study explains the association of diversity management practices and organizational performance and moderating role of diversity leadership dimensions.

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Impact of diversity management on organizational performance in hotel organizations: a conceptual framework

Cited by 12 publications

References 23 publications

The Impact of Diversity Management and Organizational Performance in Higher Education Sector in Pakistan

The Impact of Diversity Management and Organizational Performance in Higher Education Sector in Pakistan

A University Control Systems Development Using the Strategic of Sustainability: Survey Study in the Iraqi Private Universities

Diversity Management and Organizational Performance in Pakistan

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