AU  - Saltson,Eugene
AU  - Supervisor: Özgür, Ergün
TI  - Impact of workforce diversity on a business organization's non-financial performance, with moderation by leadership style and perceived organizational support
PY  - 2014///
CY  - Nicosia
PB  - Cyprus International University
KW  - Çeşitlilik
KW  - Diversity
KW  - Performans ölçüleri
KW  - Performance measures
N1  - Includes references. (78-84 p.); 1; CHAPTER 1. INTRODUCTION; 4; CHAPTER 2: LITERATURE REVIEW; 4; MEASUREMENTORGANIZATION'S PERFORMANCE; 5; Non-Financial Performance Measurement; 8; WORKFORCE DIVERSITY; 12; Discussions Related to Workforce Diversity; 12; Benefits and Disadvantages; 15; Managing Diversity; 19; PERCEİVED ORGANIZATIONAL SUPPORT; 23; Developing POS Among Employees; 25; LEADERSHIP STYLES; 28; Leadership Styles and Resolving Conflicts; 34; CHAPTER 3: METHODOLOGY; 34; CONCEPTUAL AND THEORETICAL FRAMEWORK; 37; INSTRUMENT; 37; Measurements Non-Financial Performance; 38; Measuring Diverse Workforce; 39; Measuring POS; 40; Measuring Leadership Style; 41; PROCEDURE FOR DATA COLLECTION; 42; THE POPULATION AND SAMPLE USED; 43; CHAPTER 4: FINIDINGS; 43; RESPONDENTS DEMOGRAPHIC ANALYSIS; 43; Gender; 46; Age; 48; Tenure; 51; Total Tenure; 54; FACTOR AND RELIABILITY ANALYSIS; 56; CORRELATION ANALYSIS OF VARIABLES; 57; ANOVA ANALYSIS OF ORGANIZATIONS; 59; RESULTS; 59; Hypothesis 1a; 60; Hypothesis 1b; 61; Hypothesis 2a; 62; Hypothesis 2b; 63; Hypothesis 3ai; 64; Hypothesis 3a.ii; 65; Hypothesis 3b. i; 66; Hypothesis 3b.ii; 68; CHAPTER 5: CONCLUSION, DISCUSSION,LIMITATIONS AND FUTURE RESEARCHES; 68; CONCLUSION AND DISCUSSIONS; 73; LIMITATIONS AND FUTURE RESEARCHES; 73; LIMITATIONS; 74; FUTURE RESEARCHES; 78; REFERENCES
N2  - '                                                          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. '
ER  -