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Is there Always a Positive Relationship Between Workplace Diversity and Organizational Performance, or Does Diversity Fatigue Imply a Suppressing Effect?

Author

Listed:
  • Farmanesh Panteha

    (PhD, Associate Professor, Head of International Business Management, Faculty of Business and Economics, Girne American University)

  • Vehbi Asim

    (PhD, Associate Professor, Vice Rector, Faculty of Business and Economics, Aarkin University of Creative Arts and Design)

  • Zargar Pouya

    (PhD Candidate, Research Assistant, Faculty of Business and Economics, Girne American University)

  • Sousan Arman

    (PhD Candidate, Faculty of Business and Economics, Girne American University)

  • Bhatti Feyza

    (PhD, Assistant Professor, Vice Dean, Faculty of Business and Economics, Girne American University)

Abstract

Performance of employees has been a vital matter for all organizations regardless of their sector. As organizations become more diverse, maintaining high performance becomes a challenge. This study examines the relationship between workforce diversity and organizational performance in educational sector of Cyprus through moderating effect of diversity fatigue. Mixed Method is used for the purposes of this study to analyze data from university academic staff, through survey and senior-level interviews (semi-structured). Qualitative measures were used to develop dimensions for diversity fatigue, which further were tested through quantitative approach. Results imply that extent of diversity fatigue can suppress the relationship between overall performance and workforce diversity, which is positive and significant prior to interaction of fatigue. Furthermore, our study expands the literature regarding the topic within educational sector. Managers can have an enhanced decision-making process regarding diverse workforce and degree of fatigue, which yields in a higher performance level for the firm.

Suggested Citation

  • Farmanesh Panteha & Vehbi Asim & Zargar Pouya & Sousan Arman & Bhatti Feyza, 2020. "Is there Always a Positive Relationship Between Workplace Diversity and Organizational Performance, or Does Diversity Fatigue Imply a Suppressing Effect?," South East European Journal of Economics and Business, Sciendo, vol. 15(1), pages 14-26, June.
    • Handle: RePEc:vrs:seejeb:v:15:y:2020:i:1:p:14-26:n:2
    DOI: 10.2478/jeb-2020-0002
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    References listed on IDEAS

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    1. Gregory G. Dess & Richard B. Robinson, 1984. "Measuring organizational performance in the absence of objective measures: The case of the privately‐held firm and conglomerate business unit," Strategic Management Journal, Wiley Blackwell, vol. 5(3), pages 265-273, July.
    2. Greenberg, Jerald & Ashton-James, Claire E. & Ashkanasy, Neal M., 2007. "Social comparison processes in organizations," Organizational Behavior and Human Decision Processes, Elsevier, vol. 102(1), pages 22-41, January.
    3. Eddy Ng & Greg Sears, 2012. "CEO Leadership Styles and the Implementation of Organizational Diversity Practices: Moderating Effects of Social Values and Age," Journal of Business Ethics, Springer, vol. 105(1), pages 41-52, January.
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    Cited by:

    1. Abir E. L. Telyani & Panteha Farmanesh & Pouya Zargar, 2022. "An Examination of the Relationship Between Levels Diversity-Organizational Performance: Does Innovative Culture Matter?," SAGE Open, , vol. 12(1), pages 21582440211, January.
    2. Kittur, Prathamesh & Agarwal, Shailja, 2024. "Cultural bridges in Business: Critical review and future directions in cross-cultural B2B relationships," Journal of Business Research, Elsevier, vol. 180(C).

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    More about this item

    Keywords

    Workplace Diversity; Diversity Fatigue; Overall Performance; Academia;
    All these keywords.

    JEL classification:

    • L25 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Firm Performance
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility

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