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Journal Article Review Presentation
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Article Title
Organizational diversity and competency-based performance: The mediating role of employee commitment and job satisfaction
The study's primary purpose was to evaluate the role of commitment and job satisfaction as mediators in the relationship between diversity and performance. According to the analysis of samples from the Czech Republic and Europe, diversity and competency-based performance do not have a significant relationship. Nonetheless, commitment and job satisfaction play substantial roles in the connection between diversity and competency-based performance
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Employee diversity
• Employee diversity includes personal characteristics such as
Gender
Age
race
income
educational level
• Diversity is categorized into two, namely primary diversity and secondary diversity.
• Primary diversity focuses on visible characteristics, while secondary diversity bothers on invisible characteristics
The primary diversity consideration includes age, race, gender, and experience.
Secondary diversity considerations include functional, informational, or job attributes.
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Employee diversity
• Nations are rapidly shifting toward a more diversified minority population, primarily of African and Asian heritage.
•Women, minorities, people from diverse ethnic backgrounds, aged employees, and people with alternative lifestyles in the European working sector.
•Diversification is beneficial mainly to attracting skills from diverse backgrounds.
Managers must grasp the advantage their firms stand to earn by increasing workplace diversity.
Even though diversity increases organizational innovation, the challenge of managing a varied workgroup necessitates that corporate leaders learn the skills necessary to manage a diverse setting effectively.
For firms to value multi-diversity, however, managers and supervisors must be willing to reorient themselves on how to lead a varied team and train subordinates to work in a diverse team and support one another.
Diversity is crucial for organizational success in an era where adaptability and originality are essential for competition.
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Commitment and satisfaction in an organization
• Organizational commitment is a voluntary effort that is neither part of the employee's job description nor officially compensated by the organization.
• Numerous aspects of employment, such as remuneration, training opportunities, and job stability, contribute to employee satisfaction.
Since organizations cannot predict or anticipate the behavior of their employees, it is crucial to have employees with a solid attachment to the organization, as this might affect their attitude and conduct at work.
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Competency-based performance
• Job performance is a significant indicator for determining employee productivity.
• Firms must utilize organizational performance appraisal to establish whether the output of an individual employee matches corporate expectations.
• Nonetheless, personnel must possess the necessary skills and knowledge to perform optimally.
Organizational performance plays a significant role in the achievement of corporate objectives; consequently, numerous departments such as operations, marketing, and human resources ultimately attempt to improve organizational performance.
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Diversity and competency-based performance
• Job satisfaction is a pleasant or good emotional state coming from one's evaluation of a position or an experience
• Diversity can be advantageous or detrimental to staff effectiveness.
• Advantages
Multiple viewpoints
distinct options for problem resolution
Disadvantages
Reducing organizational cohesion and cooperation
Hard to manage diverse employees
Diversity is identifying, comprehending, accepting, enjoying, and celebrating differences in age, race, gender, and experience among individuals.
Diversity in the workplace increases organizational creativity because it provides multiple viewpoints on corporate problem identification and definition and distinct options for problem resolution.
Despite this good effect of worker diversity, some have discovered that variety harms organizational effectiveness, reducing cohesion and cooperation.
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Employee commitment and Employee Satisfaction as mediators
• Organizational commitment is a person's mental, behavioral, and motivational intention to remain with an organization
• Staff engagement positively moderates the relationship between employee diversity and competency-based performance.
Minority employees, such as women and people of color, exhibit lower levels of satisfaction and commitment due to a perception of discrimination. Therefore, for managers to increase employee cohesion, they should give different employees equal platforms and chances.
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Conclusion
• The organizational-employee connection is dependent on employee work satisfaction and employee dedication.
• Diversity efforts do not necessarily result in improved organizational performance.
• With diversity and performance, employee devotion is of paramount importance.
• Job satisfaction is fundamental for diversity and performance
Leaders should be aware of diversity's detrimental impact. While managers strive to make their workplaces more diversified and inclusive, they must also ensure employee commitment. They should implement employee engagement techniques such as professional progression possibilities, effective employee-employer connections, and appreciation for employee needs.
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References
Owusu, V. K., Gregar, A., & Ntsiful, A. (2021). Organizational diversity and competency-based performance: The mediating role of employee commitment and job satisfaction. Management & Marketing-Challenges for the Knowledge Society. https://doi.org/10.2478/mmcks-2021-0021
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