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IMPACT OF WORKFORCE DIVERSITY ON ORGANIZATIONAL CULTURE: A CASE OF UNIVERSITIES OF PAKISTAN
Corresponding Author(s) : Ishtiaq ur Rehman
Humanities & Social Sciences Reviews,
Vol. 9 No. 3 (2021): May
Abstract
Purpose of the Study: The present research was undertaken to determine the impact of workforce diversity taxonomy like diversity climate, value, organizational justice, and identity on various dimensions of organizational culture.
Methodology: A sample of 117 university teachers selected from the university and higher educational institutions in Pakistan. Convenient sampling techniques were used to collect the data through a Google survey, using workforce diversity.
taxonomy inventory and organizational culture questionnaire. Data analyzed by using a t-test to compare the mean scores of various dichotomized groups to see the effect of workforce diversity taxonomy on organizational culture with the help of the SPSS package.
Principal Findings: Results revealed that workforce diversity taxonomy like diversity climate, value, organizational justice, and identity significantly influenced organizational culture and its various dimensions. Perceived high and low respondents’ workforce diversity taxonomy differed significantly on organizational culture.
Applications of the study: This study can formulate strategies to improve workforce diversity in universities and higher educational institutions in emerging economies like Pakistan.
Novelty/Originality of this study: The present research contributes to the literature on perceived workforce diversity taxonomy and organizational culture in terms of autonomy, trust, communication, transparency, interpersonal relation, decision making, and overall organizational culture, particularly in university and higher educational institution’s teachers.
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- Acquavita, S. P., Pittman, J., Gibbons, M., & Castellanos-Brown, K. (2009). Personal and organizational diversity factors impact social workers’ job satisfaction: Results from a national internet-based survey. Administration in Social Work, 33(2), 151-166. https://doi.org/10.1080/03643100902768824 DOI: https://doi.org/10.1080/03643100902768824
- Ali, M. (2016). Impact of gender-focused human resources management and performance: The mediating effects of gender diversity. Australian Journal of Management, 41: 376–97. https://doi.org/10.11 77/0312896214565119 DOI: https://doi.org/10.1177/0312896214565119
- Bana, W. M. (2016). Effect of organizational culture on workplace diversity in public universities in Kenya. International Journal of Education and Research, 4(8), 241-256.
- Beytekin, O. F., Yalçınkaya, M., Doğan, M., & Karakoç, N. (2010). The organizational culture at the university. The International Journal of Educational Researchers, 2(1), 1-13.
- Bunderson, J. S., & Sutcliffe, K. M. (2002). Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects. Academy of management journal, 45(5), 875-893. https://doi.org/10.2307/3069319 DOI: https://doi.org/10.2307/3069319
- Cassar, V., & Buttigieg, S. C. (2015). Psychological contract breach, organizational justice, and emotional well-being. Personnel Review, 25(2), 1051-1063. https://doi.org/10.1108/PR-04-2013-0061 DOI: https://doi.org/10.1108/PR-04-2013-0061
- Chin, Thoo Ai, and Huam Hon Tat. (2015). Does gender diversity moderate the relationship between supply chain management practice and performance in the electronic manufacturing service industry? International Journal of Logistic-Research and Application, 18, 35–45. https://doi.org/10.1080/13675567.2014.945399 DOI: https://doi.org/10.1080/13675567.2014.945399
- Cho, S., & Mor Barak, M. E. (2008). Understanding diversity and inclusion in a perceived homogeneous culture: A study of organizational commitment and job performance among Korean employees. Administration in Social Work, 32(4), 100-126. https://doi.org/10.1080/03643100802293865 DOI: https://doi.org/10.1080/03643100802293865
- Choi, Sungjoo, and Hall G. Rainey. (2010). Managing diversity in US Federal Agencies: Effects of Diversity Management on employee Perceptions of Organizational Performance. Public Administration Review, 70, 109–21. https://doi.org/10.1111/j.1540-6210.2009.02115.x DOI: https://doi.org/10.1111/j.1540-6210.2009.02115.x
- Drach-Zahavy, A., Somech, A., & Trogan, R. (2013). Opposites Attract or Attack? Team Diversity, Diversity Climate, and Inter-Personal Aggression. In Academy of Management Proceedings, 13(1), 534-544. https://doi.org/10.5465/ambpp.2013.129 DOI: https://doi.org/10.5465/ambpp.2013.129
- Fiske, S. T. (1998). Stereotyping, prejudice, and discrimination. The handbook of social psychology, 2(4), 357-411.
- Fra linger, B., & Olson, V. (2007). Organizational culture at the university level: A study of the OCAI instrument. Journal of College Teaching & Learning, 4(11), 85-97. https://doi.org/10.19030/tlc.v4i11.1528 DOI: https://doi.org/10.19030/tlc.v4i11.1528
- Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432. https://doi.org/10.1177/014920639001600208 DOI: https://doi.org/10.1177/014920639001600208
- Hashim, M., Ullah, M., Khan, M.A., (2017). Impact of time flexibility on employees’ performance: A study of teaching faculty in government colleges of management sciences Peshawar. City University Research Journal, 2(2), 34-47.
- Hofhuis, J., Van Der Rijt, P. G., & Vlug, M. (2016). Diversity climate enhances work outcomes through trust and openness in workgroup communication. Springer Plus, 5(1), 1-14. https://doi.org/10.1186/s40064-016-2499-4 DOI: https://doi.org/10.1186/s40064-016-2499-4
- Hofhuis, J., van Der Zee, K. I., & Otten, S. (2012). Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate 1. Journal of applied social psychology, 42(4), 964-989. https://doi.org/10.1111/j.1559-1816.2011.00848.x DOI: https://doi.org/10.1111/j.1559-1816.2011.00848.x
- Hogg, M. A., & Terry, D. I. (2000). Social identity and self-categorization processes in organizational contexts. Academy of management review, 25(1), 121-140. https://doi.org/10.5465/amr.2000.2791606 DOI: https://doi.org/10.5465/amr.2000.2791606
- Khan, K. M., Ullah M. (2021). Mediating Role of Ethical Leadership Between Employees Empowerment and Competitive Edge: A Case of Commercial Banks in Pakistan. Humanities & Social Sciences Reviews, 9(2), 219-231. https://doi.org/10.18510/hssr.2021.9223 DOI: https://doi.org/10.18510/hssr.2021.9223
- Kossek, E. E., & Zonia, S. C. (1993). Assessing diversity climate: A field study of reactions to employer efforts to promote diversity. Journal of organizational behaviour, 14(1), 61-81. https://doi.org/10.1002/ job.4030140107 DOI: https://doi.org/10.1002/job.4030140107
- Martins, E. C. and Terblanche, F. (2003). Building Organizational Culture that Stimulates Creativity and Innovation. European Journal of Innovation Management, 6(1): 64-74. https://doi.org/10.110 8/14601060310456337 DOI: https://doi.org/10.1108/14601060310456337
- Pinkâ€Harper, S. A., Davis, R. S., & Burnside, R. (2017). “Justice for allâ€: An examination of selfâ€identified LGBT job satisfaction in the US federal workforce. Canadian Journal of Administrative Sciences/Revue Comedienne des Sciences de administration, 34(2), 182-197. https://doi.org/10.1002/cjas.1420 DOI: https://doi.org/10.1002/cjas.1420
- Rastgar, A. A., & Pourebrahimi, N. (2013). Social loafing in the banking industry of Iran: Investigating the role of organizational commitment. Asian Journal of Research in Social Sciences and Humanities, 3(5), 1-11.
- Richard, Orlando C., Susan L. Kirby, and Ken Chadwick (2013). The impact of racial and gender diversity in management on financial performance: how participative strategy making features can unleash a diversity advantage. International Journal of Human Resources Management, 24, 2571–82. https://doi.org/10.1080/09 585192.2012.744335 DOI: https://doi.org/10.1080/09585192.2012.744335
- Roman, M. (2017). Relationships between Women’s Glass Ceiling Beliefs Career Advancement Satisfaction and Quit Intention. Walden Dissertations and Doctoral Studies, 3830, 1–149.
- Schein, J. (2004). A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 48(2), 247-270. https://doi.org/10.1111/j.1744-6570.1995.tb01756.x DOI: https://doi.org/10.1111/j.1744-6570.1995.tb01756.x
- Talke, Katrin, Søren Salomo, and Alexander Kock. 2011. Top Management Team Diversity and Strategic Innovation Orientation: The Relationship and Consequences for Innovativeness and Performance. Journal of Product Innovation Management, 28, 819–32. https://doi.org/10.1111/j.1540-5885.2011.00851.x DOI: https://doi.org/10.1111/j.1540-5885.2011.00851.x
- Taye, M., Sang, G., & Muthanna, A. (2019). Organizational culture and its influence on the performance of higher education institutions: The case of a state university in Beijing. International Journal of Research, 8(2), 77-90. https://doi.org/10.5861/ijrse.2019.3026 DOI: https://doi.org/10.5861/ijrse.2019.3026
- Taylor, A. S. (2011). Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. Dissertations and Theses. Paper 158.
- Thomas, Roosevelt R. (1990). From affirmative action to affirming diversity. Harvard Business Review, 68, 107–17.
- Ullah, M., Malik., A.M., Zeb, A., Rehman, A. (2019). Mediating Role of Capital Structure between Corporate Governance and Risk. Journal of Managerial Sciences.13 (3), 47-56.
- Ullah, M., Afghan, N., Afridi, A.S. (2019). Effects of Corporate Governance on Capital Structure and Financial Performance: Empirical Evidence from Listed Cement Corporations in Pakistan. Global Social Sciences Review. 4(3), 273-283. https://doi.org/10.31703/gssr.2019(IV-III).25 DOI: https://doi.org/10.31703/gssr.2019(IV-III).25
- Van Knippenberg, Daan, Jeremy F. Dawson, Michael A. West, and Astrid C. Homan. (2011). Diversity faultiness, shared objectives, and top management team performance. Human Relations, 64, 307–36. https://doi.org/10.1177/0018726710378384 DOI: https://doi.org/10.1177/0018726710378384
- Wilder, C. P. M., Van den Berg, P. T., Gunk, U., Maslowski, R., & Ashkanasy, N. (2001). On operationalizing organizational culture. In N. Ashkanasy (Chair), Beyond the handbook: Organizational culture in the twenty-first century. Showcase symposium conducted at the Academy of Management Conference, Washington, DC, August.
References
Acquavita, S. P., Pittman, J., Gibbons, M., & Castellanos-Brown, K. (2009). Personal and organizational diversity factors impact social workers’ job satisfaction: Results from a national internet-based survey. Administration in Social Work, 33(2), 151-166. https://doi.org/10.1080/03643100902768824 DOI: https://doi.org/10.1080/03643100902768824
Ali, M. (2016). Impact of gender-focused human resources management and performance: The mediating effects of gender diversity. Australian Journal of Management, 41: 376–97. https://doi.org/10.11 77/0312896214565119 DOI: https://doi.org/10.1177/0312896214565119
Bana, W. M. (2016). Effect of organizational culture on workplace diversity in public universities in Kenya. International Journal of Education and Research, 4(8), 241-256.
Beytekin, O. F., Yalçınkaya, M., Doğan, M., & Karakoç, N. (2010). The organizational culture at the university. The International Journal of Educational Researchers, 2(1), 1-13.
Bunderson, J. S., & Sutcliffe, K. M. (2002). Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects. Academy of management journal, 45(5), 875-893. https://doi.org/10.2307/3069319 DOI: https://doi.org/10.2307/3069319
Cassar, V., & Buttigieg, S. C. (2015). Psychological contract breach, organizational justice, and emotional well-being. Personnel Review, 25(2), 1051-1063. https://doi.org/10.1108/PR-04-2013-0061 DOI: https://doi.org/10.1108/PR-04-2013-0061
Chin, Thoo Ai, and Huam Hon Tat. (2015). Does gender diversity moderate the relationship between supply chain management practice and performance in the electronic manufacturing service industry? International Journal of Logistic-Research and Application, 18, 35–45. https://doi.org/10.1080/13675567.2014.945399 DOI: https://doi.org/10.1080/13675567.2014.945399
Cho, S., & Mor Barak, M. E. (2008). Understanding diversity and inclusion in a perceived homogeneous culture: A study of organizational commitment and job performance among Korean employees. Administration in Social Work, 32(4), 100-126. https://doi.org/10.1080/03643100802293865 DOI: https://doi.org/10.1080/03643100802293865
Choi, Sungjoo, and Hall G. Rainey. (2010). Managing diversity in US Federal Agencies: Effects of Diversity Management on employee Perceptions of Organizational Performance. Public Administration Review, 70, 109–21. https://doi.org/10.1111/j.1540-6210.2009.02115.x DOI: https://doi.org/10.1111/j.1540-6210.2009.02115.x
Drach-Zahavy, A., Somech, A., & Trogan, R. (2013). Opposites Attract or Attack? Team Diversity, Diversity Climate, and Inter-Personal Aggression. In Academy of Management Proceedings, 13(1), 534-544. https://doi.org/10.5465/ambpp.2013.129 DOI: https://doi.org/10.5465/ambpp.2013.129
Fiske, S. T. (1998). Stereotyping, prejudice, and discrimination. The handbook of social psychology, 2(4), 357-411.
Fra linger, B., & Olson, V. (2007). Organizational culture at the university level: A study of the OCAI instrument. Journal of College Teaching & Learning, 4(11), 85-97. https://doi.org/10.19030/tlc.v4i11.1528 DOI: https://doi.org/10.19030/tlc.v4i11.1528
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432. https://doi.org/10.1177/014920639001600208 DOI: https://doi.org/10.1177/014920639001600208
Hashim, M., Ullah, M., Khan, M.A., (2017). Impact of time flexibility on employees’ performance: A study of teaching faculty in government colleges of management sciences Peshawar. City University Research Journal, 2(2), 34-47.
Hofhuis, J., Van Der Rijt, P. G., & Vlug, M. (2016). Diversity climate enhances work outcomes through trust and openness in workgroup communication. Springer Plus, 5(1), 1-14. https://doi.org/10.1186/s40064-016-2499-4 DOI: https://doi.org/10.1186/s40064-016-2499-4
Hofhuis, J., van Der Zee, K. I., & Otten, S. (2012). Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate 1. Journal of applied social psychology, 42(4), 964-989. https://doi.org/10.1111/j.1559-1816.2011.00848.x DOI: https://doi.org/10.1111/j.1559-1816.2011.00848.x
Hogg, M. A., & Terry, D. I. (2000). Social identity and self-categorization processes in organizational contexts. Academy of management review, 25(1), 121-140. https://doi.org/10.5465/amr.2000.2791606 DOI: https://doi.org/10.5465/amr.2000.2791606
Khan, K. M., Ullah M. (2021). Mediating Role of Ethical Leadership Between Employees Empowerment and Competitive Edge: A Case of Commercial Banks in Pakistan. Humanities & Social Sciences Reviews, 9(2), 219-231. https://doi.org/10.18510/hssr.2021.9223 DOI: https://doi.org/10.18510/hssr.2021.9223
Kossek, E. E., & Zonia, S. C. (1993). Assessing diversity climate: A field study of reactions to employer efforts to promote diversity. Journal of organizational behaviour, 14(1), 61-81. https://doi.org/10.1002/ job.4030140107 DOI: https://doi.org/10.1002/job.4030140107
Martins, E. C. and Terblanche, F. (2003). Building Organizational Culture that Stimulates Creativity and Innovation. European Journal of Innovation Management, 6(1): 64-74. https://doi.org/10.110 8/14601060310456337 DOI: https://doi.org/10.1108/14601060310456337
Pinkâ€Harper, S. A., Davis, R. S., & Burnside, R. (2017). “Justice for allâ€: An examination of selfâ€identified LGBT job satisfaction in the US federal workforce. Canadian Journal of Administrative Sciences/Revue Comedienne des Sciences de administration, 34(2), 182-197. https://doi.org/10.1002/cjas.1420 DOI: https://doi.org/10.1002/cjas.1420
Rastgar, A. A., & Pourebrahimi, N. (2013). Social loafing in the banking industry of Iran: Investigating the role of organizational commitment. Asian Journal of Research in Social Sciences and Humanities, 3(5), 1-11.
Richard, Orlando C., Susan L. Kirby, and Ken Chadwick (2013). The impact of racial and gender diversity in management on financial performance: how participative strategy making features can unleash a diversity advantage. International Journal of Human Resources Management, 24, 2571–82. https://doi.org/10.1080/09 585192.2012.744335 DOI: https://doi.org/10.1080/09585192.2012.744335
Roman, M. (2017). Relationships between Women’s Glass Ceiling Beliefs Career Advancement Satisfaction and Quit Intention. Walden Dissertations and Doctoral Studies, 3830, 1–149.
Schein, J. (2004). A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 48(2), 247-270. https://doi.org/10.1111/j.1744-6570.1995.tb01756.x DOI: https://doi.org/10.1111/j.1744-6570.1995.tb01756.x
Talke, Katrin, Søren Salomo, and Alexander Kock. 2011. Top Management Team Diversity and Strategic Innovation Orientation: The Relationship and Consequences for Innovativeness and Performance. Journal of Product Innovation Management, 28, 819–32. https://doi.org/10.1111/j.1540-5885.2011.00851.x DOI: https://doi.org/10.1111/j.1540-5885.2011.00851.x
Taye, M., Sang, G., & Muthanna, A. (2019). Organizational culture and its influence on the performance of higher education institutions: The case of a state university in Beijing. International Journal of Research, 8(2), 77-90. https://doi.org/10.5861/ijrse.2019.3026 DOI: https://doi.org/10.5861/ijrse.2019.3026
Taylor, A. S. (2011). Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. Dissertations and Theses. Paper 158.
Thomas, Roosevelt R. (1990). From affirmative action to affirming diversity. Harvard Business Review, 68, 107–17.
Ullah, M., Malik., A.M., Zeb, A., Rehman, A. (2019). Mediating Role of Capital Structure between Corporate Governance and Risk. Journal of Managerial Sciences.13 (3), 47-56.
Ullah, M., Afghan, N., Afridi, A.S. (2019). Effects of Corporate Governance on Capital Structure and Financial Performance: Empirical Evidence from Listed Cement Corporations in Pakistan. Global Social Sciences Review. 4(3), 273-283. https://doi.org/10.31703/gssr.2019(IV-III).25 DOI: https://doi.org/10.31703/gssr.2019(IV-III).25
Van Knippenberg, Daan, Jeremy F. Dawson, Michael A. West, and Astrid C. Homan. (2011). Diversity faultiness, shared objectives, and top management team performance. Human Relations, 64, 307–36. https://doi.org/10.1177/0018726710378384 DOI: https://doi.org/10.1177/0018726710378384
Wilder, C. P. M., Van den Berg, P. T., Gunk, U., Maslowski, R., & Ashkanasy, N. (2001). On operationalizing organizational culture. In N. Ashkanasy (Chair), Beyond the handbook: Organizational culture in the twenty-first century. Showcase symposium conducted at the Academy of Management Conference, Washington, DC, August.