Diversity management and organisational performance in deposit money banks in Nigeria

The study investigated the effect of diversity management on organisational performance in banking industry using some selected deposit money banks in Lagos. The study used a survey research design method, and data were collected from 192 employees of the five selected deposit money banks within Lag...

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Autores principales:	Osibanjo Omotayo, Adeniji Anthonia, Falola Hezekiah, Salau Odunayo, Ogueyungbo Opeyemi, Efe-Imafidon Odion
Formato:	article
Lenguaje:	EN
Publicado:	Taylor & Francis Group 2020
Materias:	diversity diversity management organisational performance multi-ethnic workforce workforce diversity employee commitment Business HF5001-6182 Management. Industrial management HD28-70
Acceso en línea:	https://doaj.org/article/edfddf92ae174a4a91fac394cf48f07e
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id	oai:doaj.org-article:edfddf92ae174a4a91fac394cf48f07e
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spelling	oai:doaj.org-article:edfddf92ae174a4a91fac394cf48f07e2021-12-02T17:01:02ZDiversity management and organisational performance in deposit money banks in Nigeria2331-197510.1080/23311975.2020.1836751https://doaj.org/article/edfddf92ae174a4a91fac394cf48f07e2020-01-01T00:00:00Zhttp://dx.doi.org/10.1080/23311975.2020.1836751https://doaj.org/toc/2331-1975The study investigated the effect of diversity management on organisational performance in banking industry using some selected deposit money banks in Lagos. The study used a survey research design method, and data were collected from 192 employees of the five selected deposit money banks within Lagos metropolis, Southwest, Nigeria. Smart PLS (3.0) was employed for the analysis. The findings show a significant relationship between the variables of diversity management and organisational performance. In particular, the model results show the level of relationships between diversities in age, gender, work experience, educational qualification and marital status on employee commitment, sales growth, service quality and employee intention to leave. All the variables tested under the independent variable have positive path coefficients as factors that affect employee commitment, sales growth, service quality, employee intention to leave. It is recommended that deposit money banks in Nigeria should leveraged diversity inclusion management for enhanced organisational performance.Osibanjo OmotayoAdeniji AnthoniaFalola HezekiahSalau OdunayoOgueyungbo OpeyemiEfe-Imafidon OdionTaylor & Francis Grouparticlediversitydiversity managementorganisational performancemulti-ethnic workforceworkforce diversityemployee commitmentBusinessHF5001-6182Management. Industrial managementHD28-70ENCogent Business & Management, Vol 7, Iss 1 (2020)
institution	DOAJ
collection	DOAJ
language	EN
topic	diversity diversity management organisational performance multi-ethnic workforce workforce diversity employee commitment Business HF5001-6182 Management. Industrial management HD28-70
spellingShingle	diversity diversity management organisational performance multi-ethnic workforce workforce diversity employee commitment Business HF5001-6182 Management. Industrial management HD28-70 Osibanjo Omotayo Adeniji Anthonia Falola Hezekiah Salau Odunayo Ogueyungbo Opeyemi Efe-Imafidon Odion Diversity management and organisational performance in deposit money banks in Nigeria
description	The study investigated the effect of diversity management on organisational performance in banking industry using some selected deposit money banks in Lagos. The study used a survey research design method, and data were collected from 192 employees of the five selected deposit money banks within Lagos metropolis, Southwest, Nigeria. Smart PLS (3.0) was employed for the analysis. The findings show a significant relationship between the variables of diversity management and organisational performance. In particular, the model results show the level of relationships between diversities in age, gender, work experience, educational qualification and marital status on employee commitment, sales growth, service quality and employee intention to leave. All the variables tested under the independent variable have positive path coefficients as factors that affect employee commitment, sales growth, service quality, employee intention to leave. It is recommended that deposit money banks in Nigeria should leveraged diversity inclusion management for enhanced organisational performance.
format	article
author	Osibanjo Omotayo Adeniji Anthonia Falola Hezekiah Salau Odunayo Ogueyungbo Opeyemi Efe-Imafidon Odion
author_facet	Osibanjo Omotayo Adeniji Anthonia Falola Hezekiah Salau Odunayo Ogueyungbo Opeyemi Efe-Imafidon Odion
author_sort	Osibanjo Omotayo
title	Diversity management and organisational performance in deposit money banks in Nigeria
title_short	Diversity management and organisational performance in deposit money banks in Nigeria
title_full	Diversity management and organisational performance in deposit money banks in Nigeria
title_fullStr	Diversity management and organisational performance in deposit money banks in Nigeria
title_full_unstemmed	Diversity management and organisational performance in deposit money banks in Nigeria
title_sort	diversity management and organisational performance in deposit money banks in nigeria
publisher	Taylor & Francis Group
publishDate	2020
url	https://doaj.org/article/edfddf92ae174a4a91fac394cf48f07e
work_keys_str_mv	AT osibanjoomotayo diversitymanagementandorganisationalperformanceindepositmoneybanksinnigeria AT adenijianthonia diversitymanagementandorganisationalperformanceindepositmoneybanksinnigeria AT falolahezekiah diversitymanagementandorganisationalperformanceindepositmoneybanksinnigeria AT salauodunayo diversitymanagementandorganisationalperformanceindepositmoneybanksinnigeria AT ogueyungboopeyemi diversitymanagementandorganisationalperformanceindepositmoneybanksinnigeria AT efeimafidonodion diversitymanagementandorganisationalperformanceindepositmoneybanksinnigeria
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Diversity management and organisational performance in deposit money banks in Nigeria

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