DIVERSITY IN THE WORKPLACE: IMPLICATIONS FOR COLLECTIVE ORGANIZATIONAL COMMITMENT IN NIGERIAN PUBLIC SECTOR ORGANIZATIONS

Tanimu Adamu Aliyu, H. Abubakar
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Abstract

Objective: The objectives of this study are: 1. evaluate the effect of job-related diversity on collective organizational commitment in public sector organizations in Nigeria; 2. evaluate the effect of cultural diversity on collective organizational commitment in public sector organizations in Nigeria. The aim of the study is to examine diversity in the workplace to achieve collective organizational commitment in public sector organizations in Nigeria.   Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented. The theory that is related to this work having reviewed some theories is the Social Identity Theory. Social identity theory is a social psychological theory that is utilized in organizations to obtain high employee performance. Social identity theory gives more understanding of diversity in terms of understanding the role of group divisions in organization.   Method: The study relied on a self-developed structured questionnaire as the instrument for data collection. Using SPSS version 20 software, descriptive statistics and multiple regression analysis were used to assess the data and statistically analysed the data that had been collected.   Results and Discussion: The findings revealed that job-related diversity has a significant effect on collective organizational commitment in public sector organizations in Nigeria (β=0.077, p<0.05), and that cultural diversity has no significant effect on collective organizational commitment in public sector organizations in Nigeria (β =0.030, p>0.05).   Originality/Value: Previous studies had focused on different types of diversity and their attributes, but have not adequately addressed the factors that can strengthen the relationships. This study to filled this gap by examining the impact of workplace diversity on organizational commitment in the Nigerian Public Sector Organizations. The research also highlighted the need for a combination of cultural and experiential factors to understand the challenges faced by employees in a diverse workplace..
工作场所的多样性:对尼日利亚公共部门组织的集体组织承诺的影响
目标:本研究的目标是1. 评估尼日利亚公共部门组织中与工作相关的多样性对集体组织承诺的影响; 2. 评估尼日利亚公共部门组织中文化多样性对集体组织承诺的影响。研究目的:研究工作场所的多样性对尼日利亚公共部门组织集体组织承诺的影响。理论框架:在本专题中,将介绍支撑本研究的主要概念和理论。在回顾了一些理论之后,与本研究相关的理论是社会认同理论。社会认同理论是一种社会心理学理论,被组织用于提高员工绩效。社会认同理论在理解组织中群体分工的作用方面提供了对多样性的更多理解。研究方法:本研究采用自行编制的结构化问卷作为数据收集工具。使用 SPSS 20 版软件,通过描述性统计和多元回归分析来评估数据,并对收集到的数据进行统计分析。结果与讨论:研究结果表明,与工作相关的多样性对尼日利亚公共部门组织的集体组织承诺有显著影响(β=0.077,P0.05)。原创性/价值:以往的研究主要关注不同类型的多样性及其属性,但没有充分探讨能够加强这种关系的因素。本研究通过考察尼日利亚公共部门组织中工作场所多样性对组织承诺的影响,填补了这一空白。研究还强调,需要将文化和经验因素结合起来,以了解员工在多元化工作场所面临的挑战。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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