Embracing Diversity in the Workplace: A Thorough Study of Inclusion Initiatives and Their Impact on Employee Satisfaction | Chapter 2 | New Advances in Business, Management and Economics Vol. 4

This research addresses the evolving landscape of modern workplaces, with a particular focus on the growing emphasis on diversity and inclusion. It explores the intricate relationships influencing employee satisfaction with diversity initiatives. Acknowledging the diversity of experiences within organizations, the study adopts a qualitative approach, utilizing semi-structured interviews to capture in-depth narratives and perspectives. The primary objective is to explore how various organizational factors converge to shape employee satisfaction with diversity and inclusion efforts.

The investigation delves into the impact of organizational commitment, employee perceptions, training programs, team dynamics, and leadership support. By adopting this method, the research provides a nuanced understanding of how these factors interact to influence satisfaction with diversity initiatives. Key findings highlight the pivotal role of leadership support, the importance of inclusive team dynamics, and the effectiveness of well-structured training programs. The study uncovers the synergies among these elements, offering actionable insights for organizations seeking to refine their diversity and inclusion strategies. By bridging gaps in existing literature, the study enriches our understanding of how organizational commitment, employee perceptions, training, teamwork, and leadership collectively shape satisfaction with diversity initiatives. Its implications are valuable for both academic discourse and practical applications, providing theoretical insights for scholars and actionable guidance for leaders committed to creating inclusive workplace environments.

 

Author (s) Details

 

Rosa Fitriana
Faculty of Economics and Business, Universitas Widyatama, Bandung, Indonesia.

 

Please see the book here:- https://doi.org/10.9734/bpi/nabme/v4/3466

The Role of Quality of Work-Life Factors in Enhancing Organizational Commitment with Reference to the Pulp and Paper Industry| Chapter 4 | Innovations in Science and Technology Vol.8

In order to ensure employee happiness and greater productivity, businesses must build family-friendly work environments in which employees can efficiently manage work and family life. In order to determine their psychometric applicability to the knowledge of workers in the Pulp and Paper industry in the broader eThekwini Metropolitan Area, a comprehensive evaluation of the quality of work-life aspects and organisational commitment literature was done. Employees in the Pulp and Paper industry in the eThekwini Metropolitan Area received 450 questionnaires in total. Employees were chosen at random, whereas organisations were chosen using a stratified approach. The multiple dimensions of quality of work-life elements, as well as the different dimensions of organisational commitment, were measured using a questionnaire. The goal of this research was to find out what impact quality of work life aspects have in increasing commitment in the pulp and paper business, as well as what difficulties are generated by a lack of commitment. The information gathered was analysed using the SPSS programme. The acquired data was then subjected to a series of statistical tests, and biographical variables were compared to the independent variables.

Author(s) Details:

Bongani Innocent Dlamini,
Department of Applied Management, Durban University of Technology, South Africa.


Luther-King Junior Zogli,
Department of Applied Management, Durban University of Technology, South Africa.


Emmanuel Lawa,
Department of Applied Management, Durban University of Technology, South Africa.


Nathi C. Ngcobo,
Department of Applied Management, Durban University of Technology, South Africa.

Please see the link here: https://stm.bookpi.org/IST-V8/article/view/6245

Assessment of Human Capital Management, Organizational Climate, Commitment and Performance in Latin America | Chapter 7 | Insights into Economics and Management Vol. 3

 

The aim of the research was to confirm the validity in 4 countries of the Latin American region of the analytical model originally proposed by Kopelman, Brief and Guzzo[1]. Cincel, Colombia's top organisational research institution, adapted the original model and organised this report. The research objectives included the establishment of various comparisons and relationships between certain productive sectors and the countries of the region. The empirical model of Cincel suggests that the Perceived Organizational Performance (POP) can be predicted by Human Resource Management Strategies (HCMP), but also that this relationship is moderated by the Organizational Environment (OC) variables and at least 3 staff engagement types: Affective Commitment (AC), Consistency Commitment (CC) and Normative Commitment (NC). A total of 4491 participants from Chile (CL), N = 799, Colombia (CO), N = 2083, Mexico (MX), N = 874, and the Dominican Republic (DO), N = 735, are included in the study. The SPSS. The moderation review validated the model in general, with significant variations for the sectors included. In predicting POP in every field, HCMP and OC were successful. In the services and education sectors, AC was a good predictor of POP, while CC could only predict POP in the education sector, and NC was a good predictor of POP only in the industrial sector. In both the industry and service industries, the relationship between OC and CN was able to predict POP. In addition, among the assessments in the various countries, we found major variations, confirmed by study of variances (ANOVA). In the assessments, CO performed better in almost every factor for each industry. In the Industry and Services sectors' assessments, DO was second. In the education sector, MX was second, and CL was third in the service sector. The fact that performance predictors and staff engagement are different should be taken into account by the human resource managers of each country.


Author (s) Details


Emmanuel Silvestre
Research Department, ISFODOSU, Santo Domingo, Dominican Republic.

Fernando Toro
Cincel, Medellín, Colombia.

Alejandro Sanin
Cincel, Medellín, Colombia.

View Book :- https://bp.bookpi.org/index.php/bpi/catalog/book/324