工作中的劳动力多样性:探索种族对年龄和绩效的调节作用

Dipak Mahat
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引用次数: 0

摘要

促进工作场所的员工多元化至关重要,因为这可以增强不同员工的能力,提高团队合作精神。采用员工多元化可营造积极的工作氛围,鼓励员工的创造力和生产力。基于这一背景,本研究旨在了解教学人员对年龄、种族和绩效的看法,并分析种族对年龄和绩效的调节作用。本研究具有客观性,重点在尼泊尔加德满都谷地的私立学院选取教学人员。研究采用横断面设计,确保数据收集的即时性。在整个研究过程中,均征得了参与者的同意并保护了其隐私,尊重了参与者的保密性。研究发现,种族是年龄与绩效之间的一个调节因素,年龄和种族分别会提高绩效,但种族作为一个调节因素会产生负面影响。虽然年龄与工作绩效呈正相关,但种族作为调节因素,对工作绩效产生了微妙但显著的负面影响。高校必须同时解决年龄多样性的优势和种族不平衡的问题,以鼓励机会均等和提高整体生产力。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Workforce Diversity at Work: Exploring Ethnicity as Moderating in Age and Performance
It’s critical to promote workplace employee diversity, as it empowers various workforces and improves teamwork. Adopting employee diversity fosters a positive work atmosphere that encourages employee creativity and productivity. Based on this background, the aim of the study was to understand teaching faculty perceptions of age, ethnicity, and performance and to analyse the moderating effect of ethnicity on age and performance. The study was objective in nature, focusing on private colleges in the Kathmandu Valley of Nepal to select teaching faculty. A cross-sectional design was adopted, ensuring a snapshot of data collection. Consent and privacy were maintained throughout the study, respecting participants' confidentiality. The study identifies ethnicity as a moderating factor between age and performance, where age and ethnicity separately enhance performance but ethnicity as a moderating factor interacts negatively. While age has a positive relationship with performance, ethnicity as a moderator displays a subtle yet significant negative impact on job performance. Colleges must address both the advantages of age diversity and the ethnic imbalances in order to encourage equal opportunities and boost overall productivity.
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