The mediating role of organisational stress in the relationship between gender diversity and employee performance in Ghanaian public hospitals

Future Business Journal, Journal Year: 2025, Volume and Issue: 11(1)

Published: March 18, 2025

Abstract The presence of organisational stress in public hospitals Ghana significantly affects both the standard patient care and overall efficiency healthcare delivery system. This level results burnout, diminished job satisfaction, more errors. study leverages social categorisation identification theory to investigate mediation role relationship between gender diversity employee performance. Cochran formula was used determine sample size, arriving at a size 384. Multistage sampling technique Inclusion exclusion criteria collect data from 384 health professionals working 40 southern Ghana. collected were analysed using partial least squares structural equation modelling (PLS-SEM), emphasising path analysis, confirmatory factor bootstrapping methods. discovered that had positive significant impact on performance stress. findings revealed influence analysis partially mediates Impaired might result context diversity. To tackle this issue, managers should encourage work atmosphere promotes, supports, recognises reduces sources implements specific measures optimise advantages while minimising risks linked

Language: Английский

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A study of inclusive supervisory behaviors, workplace social inclusion and turnover intention in the context of employee age

Employee Relations, Journal Year: 2025, Volume and Issue: 47(9), P. 1 - 23

Published: Feb. 13, 2025

Purpose The Australian retail industry is facing skills shortages while mature and old-age workers are experiencing high unemployment rates. This study focuses on understanding organizational inclusion turnover intentions in the context of employee age. Design/methodology/approach Survey data were collected from 502 supervisors employees. Findings Drawing socioemotional selectivity theory social exchange theory, findings indicate: no difference inclusive supervisory behaviors perceptions for different age groups; a significantly higher workplace among employees aged 55 plus than 35–44; lower intention 45–54 years other positive relationship between negative which was stronger older younger Practical implications present business case hiring indicate that managers need to prioritize inclusion. Originality/value addresses underexplored area differences It links behaviors, intention.

Language: Английский

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Impostorization of Latinx scholars: it’s a real “thing”

Equality Diversity and Inclusion An International Journal, Journal Year: 2025, Volume and Issue: unknown

Published: April 4, 2025

Purpose Through the accounts of Latinx scholars in academia, this article provides an understanding “impostorization”, which refers to policies, practices and seemingly innocuous interactions environment that make (or intend make) individuals question their intelligence, competence sense belonging positions they occupy. Design/methodology/approach Thirteen semi-structured interviews doctoral students faculty were conducted via zoom. Participants asked about degree pursuits, with peers feelings belongingness. Findings The experiences demonstrate language bias, microinvalidations, inequitable funding, biased course evaluations, gatekeeping admissions “glass cliff” are among interpersonal- institutional-level triggers impostor feelings. Research limitations/implications While present drew on a small sample academics, findings suggest impostorization is more insidious issue than syndrome. Practical implications Left unaddressed, may lead greater turnover academics widen already significant gap faculty–student representation postsecondary education. Originality/value inadequacy fears considered symptoms syndrome reality, effects organizations, including academia. This changes narrative from “it’s you” (impostor syndrome) organizational” (impostorization).

Language: Английский

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Organizational Diversity Climate: Recent Scholarship and What's Missing

Current Opinion in Psychology, Journal Year: 2024, Volume and Issue: 60, P. 101926 - 101926

Published: Oct. 9, 2024

Language: Английский

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Working from everywhere: The future of work and inclusive organizational behavior (IOB)

Journal of Organizational Behavior, Journal Year: 2024, Volume and Issue: 45(9), P. 1307 - 1314

Published: Oct. 27, 2024

Summary The rapid digitalization of work, accelerated by the COVID‐19 pandemic, has fundamentally transformed organizational behavior and necessitated a reconceptualization inclusion in virtual spaces. This editorial synthesizes six groundbreaking studies that advance our understanding inclusive (IOB) digital contexts. Drawing on these contributions, we propose novel, multilevel framework for IOB integrates individual, group, factors shaping experiences hybrid work arrangements. Key themes emerging from include (1) reconceptualizing contexts, (2) dynamics inclusion, (3) technology as both enabler barrier to inclusion. Our conceptualizes arising complex interactions between factors, mediated moderated technological infrastructures practices. We discuss theoretical practical implications, highlighting need holistic, systemic approaches fostering outlining promising avenues future research this critical area.

Language: Английский

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Diversitymanagement in Organisationen: Irrtümer, Wirksamkeitsstudien und ein kritischer Blick auf die Praxis

Fehlzeiten-Report, Journal Year: 2024, Volume and Issue: unknown, P. 141 - 155

Published: Jan. 1, 2024

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Women of Color's Experiences With Advocacy and Activism in Organizations

Advances in human resources management and organizational development book series, Journal Year: 2024, Volume and Issue: unknown, P. 415 - 444

Published: Oct. 22, 2024

Injustices can occur inside and outside of one's work women color may be frequent targets such. This chapter examines explanations for why engage in activism advocacy both their workplaces. Following this, the then covers biases that face engaging activism. Finally will end with suggestions strategies allies order to support efficacy

Language: Английский

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