Impact of workforce diversity on a business organization's non-financial performance, with moderation by leadership style and perceived organizational support
Eugene Saltson; Supervisor: Ergün Özgür
- Nicosia Cyprus International University 2014
- X, 110 p. table 30.5 cm CD
Includes CD
Includes references. (78-84 p.)
CHAPTER 1. INTRODUCTION 1 CHAPTER 2: LITERATURE REVIEW 4 MEASUREMENTORGANIZATION'S PERFORMANCE 4 Non-Financial Performance Measurement 5 WORKFORCE DIVERSITY 8 Discussions Related to Workforce Diversity 12 Benefits and Disadvantages 12 Managing Diversity 15 PERCEİVED ORGANIZATIONAL SUPPORT 19 Developing POS Among Employees 23 LEADERSHIP STYLES 25 Leadership Styles and Resolving Conflicts 28 CHAPTER 3: METHODOLOGY 34 CONCEPTUAL AND THEORETICAL FRAMEWORK 34 INSTRUMENT 37 Measurements Non-Financial Performance 37 Measuring Diverse Workforce 38 Measuring POS 39 Measuring Leadership Style 40 PROCEDURE FOR DATA COLLECTION 41 THE POPULATION AND SAMPLE USED 42 CHAPTER 4: FINIDINGS 43 RESPONDENTS DEMOGRAPHIC ANALYSIS 43 Gender 43 Age 46 Tenure 48 Total Tenure 51 FACTOR AND RELIABILITY ANALYSIS 54 CORRELATION ANALYSIS OF VARIABLES 56 ANOVA ANALYSIS OF ORGANIZATIONS 57 RESULTS 59 Hypothesis 1a 59 Hypothesis 1b 60 Hypothesis 2a 61 Hypothesis 2b 62 Hypothesis 3ai 63 Hypothesis 3a.ii 64 Hypothesis 3b. i 65 Hypothesis 3b.ii 66 CHAPTER 5: CONCLUSION, DISCUSSION,LIMITATIONS AND FUTURE RESEARCHES 68 CONCLUSION AND DISCUSSIONS 68 LIMITATIONS AND FUTURE RESEARCHES 73 LIMITATIONS 73 FUTURE RESEARCHES 74 REFERENCES 78
' ABSTRACT The study investigated the impact of workforce diversity on a business organization's non-financial performance, with moderation from leadership style and perceived organizational support. Leadership style was measured by two factors (charismatic and transformational leadership styles) as well as non-financial performance (internal and external non-financial performance). Workforce diversity was measured with Miville-Guzman Universality-Diversity Scale-Short (M-GUDS-S) by Fuertes et al. (2000), and non-financial performance was measured by the scale developed by De Cieri et al. (2010). Also, Perceived Organizational Support was measured by the scale from Eisenberger et al. (1986). Additionally, "Multifactor Leadership Questionnaire" by Bass (1985) was used for the measurement of leadership styles. The study adopted a quantitative methodology to analyse three hypotheses using 120 respondents from three organizations (a bank, hospital and telecommunication company) in Lefkoşa, North Cyprus. By using SPSS 16.0 version, statistical methods like one-way ANOVA, correlations and regression analyses (with moderation effects) were used to analyse the data to arrive at the outcome. The results led to the support of the main hypothesis that workforce diversity has an impact on an organization's internal and external non-financial performance. The hypotheses that sought to measure the impact of POS and leadership style (charismatic and transformational leadership) as moderating variables on both aspects of non-financial performance measures were rejected. The study contributes to the field of workforce diversity and non-financial performance, and sets foundations for further researches with the moderation analyses it adds. Organizations are also encouraged to take workforce diversity serious because of the potential benefits attached to its effective management. Key words: Diversity, POS, leadership style, performance measures, non-financial performance measures. '
Çeşitlilik Diversity Performans ölçüleri Performance measures