Effect of Workplace Diversity and Inclusion on Institutional Performance in Selected Public Higher Education Institutions in the Gambia
DOI:
https://doi.org/10.29407/kilisuci.v3i.7104Keywords:
Workplace Diversity, Workplace inclusion , Organizational CultureAbstract
Research aim: This study aimed to examine the effect of workplace diversity and inclusion on the performance of public higher education institutions in The Gambia.
Design/Methode/Approach: A correlational research design was employed, using quantitative methods to collect data. Structural equation model (SEM) was adopted in addressing the hypothesis using Smart PLS. The study has 92.4% response rate.
Research Finding: In general, the findings indicate that Workplace Diversity and Inclusion has a positive effect on the performance of Public Higher Education Institutions in The Gambia. Likewise, the result of the study also indicates that Workplace Inclusion and Organizational Culture were found to have positive effects on Organizational Performance, while Workplace Diversity was also observed to have a positive influence on Organizational Culture. However, it was discovered that there is a negative relationship between Workplace Inclusion and Organizational Culture.
Practitionel/Policy implication: The study underscores the importance of prioritizing Workplace Diversity and Inclusion management for senior executives in public higher education institutions thus, emphasizes the need for clear communication channels to align diversity and inclusion management objectives with institutional goals.
References
[1] Collinson, R., Diver, A., & McAvoy, S. (2018). Clients, clinics and social justice: Reducing inequality (and embedding legal ethics) via an LLB portfolio pathway. Higher Education, Skills and Work-Based Learning, 8(3),323–336. https://doi.org/10.1108/HESWBL-03-2018-0037
[2] Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516. https://doi.org/10.5465/annals.2015.0099
[3] Edeh, E., Lo, W.-J., & Khojasteh, J. (2023). Review of Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R: A Workbook. In Structural Equation Modeling: A Multidisciplinary Journal (Vol. 30, Issue 1). https://doi.org/10.1080/10705511.2022.2108813
[4] Hair, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26(2), 106–121. https://doi.org/10.1108/EBR-10-2013-0128
[5] Hanafiah, M. H. (2020). Formative Vs. Reflective Measurement Model: Guidelines for Structural Equation Modeling Research. International Journal of Analysis and Applications, 18(5), 876–889. https://doi.org/10.28924/2291-8639-18-2020-876
[6] Kaur, N., & Arora, P. (2021). Acknowledging Gender Diversity And Inclusion As Key To Organizational Growth : A Review And Trends Acknowledging Gender Diversity And Inclusion As Key To Organizational Growth : A Review And Trends. Journal of Critical Reviews, 7(6), 125–131. https://doi.org/10.31838/jcr.07.06.25
[7] Kingsley, N., & Dr. OBIORA, F. (2022). Diversity , Equity , Inclusion and Forensic Accounting of Oil and Gas Firms in Nigeria Stock Exchange. International Journal of Business Systems and Economics, 13(5), 64–7. http://arcnjournals.org/images/ARCN-IJBSE-2022-13-5-5.pdf.
[8] Lee CH, Hung CC, Chien CS, Zhuang WL, Hsu CYY (2017) Regulatory foci and expatriate adjustment. Personnel Review 46 (3): 512-525. https://doi.org/10.1108/PR-03-2015-0077
[9] Lumadi, M. W. (2008). Managing Diversity At Higher Education and Training Institutions : Journal of Diversity Management –, 3(4), 1–10.Doi: https://core.ac.uk/download/pdf/268109491.pdf.
[10] Maingi, J. W. (2015). Effect Of Workforce Diversity On Employee Performance In Kenya : A Case Of Kenya School Of Government Effect Of Workforce Diversity On Employee Performance In Kenya. Journal of Management, 59(2), 343–364. DOI:10.61426/sjbcm.v2i2.131
[11] MOHERST, (2014). National tertiary and higher education policy (2014-2023). file:///C:/Users/mjebo/Downloads/National-Tertiary-Higher-Education-Policy-2014-2023%20(1).pdf
[12] Mor, A., & Kundu, S. C. (2017). Workforce diversity and organizational performance : a study of IT industry in India. Emeraldinsight, 39(2), 160–183. https://doi.org/10.1108/ER-06-2015-0114
[13] Patrick, H. A., & Kumar, V. R. (2012). Managing Workplace Diversity : Issues and Challenges. SAGE Open, 1–15. https://doi.org/10.1177/2158244012444615
[14] Saxena, A. (2014). Workforce Diversity : A Key to Improve Productivity. Procedia Economics and Finance, 11(14), 76–85. https://doi.org/10.1016/S2212-5671(14)00178-6
[15] Stewart, M. M., Johnson, O. E., & Stewart, M. M. (2009). Group & Organization Management Leader – Member Exchange and Team Performance. SAGE Open, 34(5), 507–535. https://doi.org/10.1177/1059601108331220
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Mohammed Jebou, Gibriel Badjie
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
