Interplay of diversity, inclusion, and politics: Impact on employee well-being

Jaiswal, Akanksha; Dyaram, Lata; Khatri, Naresh

doi:10.1016/j.iimb.2022.08.002

Cited by 5 publications

(5 citation statements)

References 52 publications

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“…The next academic research is by Jaiswal et al, about investigating the connection between the interaction of diversity and organizational politics and its impact on employee inclusion and well-being. With a particular focus on the relatively underexplored area of perceived differences, this study enhances our comprehension of how organizational politics influences the emotional consequences of diversity (Jaiswal et al, 2022). The last research is conducted by Maqsoom et al, examined the challenges regarding the productivity of construction projects have arisen due to increased demand.…”

Section: Literature Reviewmentioning

confidence: 96%

Proposed Strategy on Diversity Climate, Organization Development, and Organization Effectiveness in Indonesian Transportation Company

Rahmadinni,

Pratama

2024

ijcsrr

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This research aims to comprehensively investigate the impact of diversity climate on organizational development and effectiveness within PT Thomas Gesit, a state-owned enterprise in Indonesia. The study is motivated by the need to address the challenges posed by diversity and its influence on organizational practices, particularly in the context of a specific division within the company. The research is guided by the following objectives: to identify and analyse the organizational practices unique to the company that impact diversity climate and employee collaboration, to implement HR strategies based on the existing conditions for the benefit of similar companies in the industry, and to explore the influence of diversity climate on employee collaboration within the state-owned enterprise. All the source persons’ data is anonymous and presented in pseudonyms to maintains confidentiality regarding the company’s identity, the researcher aims to uphold the principles of responsible scholarship and avoid any unintended repercussions.

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Section: Literature Reviewmentioning

confidence: 96%

Proposed Strategy on Diversity Climate, Organization Development, and Organization Effectiveness in Indonesian Transportation Company

Rahmadinni,

Pratama

2024

ijcsrr

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“…Several scholars (Garcia-Rodgriguez et al, 2020;Alshaabani et al, 2021;Batmomolin et al, 2022;Mousa, 2020;Le et al, 2020;Chen et al, 2022;Majczyk, 2022;Chakraborty & Chatterjee, 2020;Haque et al, 2020;Yogalakshmi & Suganthi, 2018;Triguero-Sánchez et al, 2022;Jaiswal et al, 2022;Podsiadlowski et al, 2013;Ganji et al, 2021;Kim & Park, 2017;Sharma et al, 2020) have looked into the effect of workplace diversity management on employee commitment.…”

Section: Previous Studiesmentioning

confidence: 99%

“…The dedication shows in the willingness to stay with the organization and to be emotionally connected. Jaiswal et al (2022) delved into the "interplay of diversity, inclusion, and politics: impact on employee well-being". A sample size of 617 workers in Indian organizations was analysed using the Confirmatory Factor Analysis tool.…”

Section: Previous Studiesmentioning

confidence: 99%

“…This study aligns with the salad bowl theory due to the multicultural setting in public agencies in Nigeria which the study focuses on. The salad bowl theory according to several authors (Jaiswal et al, 2022;Gale et al, 2021;Berray, 2019) assumes coexistence in separate identities; believes in ideology of multiculturalism; acknowledges ethnic, cultural, and racial differences rather than trivializing them.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

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Impact of Workplace Diversity Management on Employee Commitment in the Nigerian Public Sector

Ekejiuba,

Muritala,

Abubakar

et al. 2023

JHRSS

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The study analyses workplace diversity management on employee commitment in the Nigerian public sector. The study used a quantitative approach and adopted a stratified random sampling technique by electronically distributing questions to a sample of 39 employees on the supervisory cadre across respective departments in Abuja office only. Descriptive statistics and multiple regression model were used to analyse and estimate the impact of workplace diversity management on employee commitment. The findings showed that the constructs of Inclusion and Fairness have positive and significant impact on affective commitment with probability values of 0.000 and 0.003 and coefficients of 0.920 and 0.572 respectively. Alternatively, the study also showed that the constructs of Equal Opportunity and Policies and Programs have negative and insignificant impact on affective commitment with probability values of 0.320 and 0.062 and coefficients of −0.172 and −0.443 respectively. The study concludes that Workplace diversity management has both positive and negative impacts on affective commitment the findings also revealed that workplace diversity management policies in multicultural nations like Nigeria were poorly implemented even though they existed, and this reflected in lopsided appointments, promotions, and nominations at the top government level. From the foregoing conclusion, the review recommends that organizations assimilate minorities, integrate diversity and leverage on the variety.

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“…This involves helping employees to see what the need for the change is; what is driving the change? People need to know the context (Rabiul et al, 2022;Hennig et al, 2022;Jaiswal et al, 2022). Rabiul et al, (2022) state that change will not occur if a few people are on board with the idea.…”

Section: To What Extent Has the Faculty Of Education University Of Kh...mentioning

confidence: 99%

Leading Change at The Faculty of Education in Light of Kotter's Change Model

Onia

2022

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The purpose of this study was to examine Kotter's leading change model at the Faculty of Education University of Khartoum with a major purpose of evaluating the contribution of this theory to enhance the importance and understanding of leading change at the University context. In doing so, a survey research design was employed. Among 239 staff members at the Faculty of Education University of Khartoum, data were collected from 106 (44.00%) respondents using questionnaire. Data collected were analyzed using one sample t-test. The result showed that creating a climate for change has been practised in the Faculty of Education University of Khartoum. The Faculty of Education University of Khartoum has engaged and enabled the whole organization in the change process. The findings also indicated that the Faculty of Education University of Khartoum has implemented and sustained change process. Hence, the implication of these findings adds to the understanding of how college officials ought to play a role model in embedding the change in their behaviors.

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Interplay of diversity, inclusion, and politics: Impact on employee well-being

Cited by 5 publications

References 52 publications

Proposed Strategy on Diversity Climate, Organization Development, and Organization Effectiveness in Indonesian Transportation Company

Proposed Strategy on Diversity Climate, Organization Development, and Organization Effectiveness in Indonesian Transportation Company

Impact of Workplace Diversity Management on Employee Commitment in the Nigerian Public Sector

Leading Change at The Faculty of Education in Light of Kotter's Change Model

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