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Please use this identifier to cite or link to this item: http://bsuir.bsum.edu.ng:8080/jspui/handle/11409/553

Title: WORKFORCE DIVERSITY MANAGEMENT AND ORGANISATIONAL EFFECTIVENESS IN THE NIGERIAN PETROLEUM INDUSTRY
Authors: DEWUA, PHILIP
Keywords: Management
Workforce Diversity, Organisational Effectiveness, Nigerian Petroleum Industry
Issue Date: 27-Feb-2020
Abstract: The study examined the relationship between workforce diversity management and organizational effectiveness in the Nigerian petroleum industry. The study sought to establish the relationship between workforce diversity management variables of conscientiousness (personality dimension), ethnicity (internal dimension), employees’ income (external dimension) and work location (organizational dimension); and organizational effectiveness variables of productivity, profitability and growth in the Nigerian petroleum industry. The study was anchored on Tajfel (1978) theory of social identity and categorization. Twelve research questions were posed and twelve null hypotheses were formulated and tested. Cross - sectional survey design was adopted for the study with the target population being all the employees of the 203 oil and gas companies in Nigerian petroleum industry. However, the accessible population was 20, 698 employees of the five (5) selected companies in the industry namely Shell, Chevron, ExxonMobil, Total and Eni. A sample size of 474 was drawn using the Taro Yamane’s (1967) formula. The study used primary source of data, collected with the aid of closed- ended questionnaire while simple random sampling technique was adopted in choosing respondents for the study. Correlation coefficient and regression analysis was conducted using Statistical Package for Social Sciences (SPSS) to ascertain the relationship between workforce diversity management and organisational effectiveness in the Nigerian petroleum industry. The findings revealed that there is a positive relationship between workforce diversity management variables of conscientiousness, ethnicity, employees’ income and work location and organizational effectiveness measures of productivity, profitability and growth in the Nigerian petroleum industry. Statistically, using t-value, conscientiousness had productivity (2.215), profitability (3.931), growth (3.578); ethnicity had productivity (4.583), profitability (4.564), growth (4.510); employees’ income had productivity (1.77), profitability (4.492), growth 2.773) and work location had productivity (10.856), profitability (4.863), growth (3.478). It was concluded that workforce diversity management (conscientiousness, ethnicity, employees’ income and work location) positively relates to organisational effectiveness (productivity, profitability and growth) in the Nigerian petroleum industry. This study recommends among others, that management should consider diversity management in the organization as a tool for creativity and innovation. The industry management also should deliberately create teams with diverse groups of employees. Companies under the industry should further encourage recruitment of employees with diverse backgrounds to create a wide pool of skills or knowledge in order to enhance organisational competitiveness.
Description: Effectiveness of Workforce Diversity
URI: http://bsuir.bsum.edu.ng:8080/jspui/handle/11409/553
Appears in Collections:Business Management

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