gender differential paper IJCRB

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JUNE 2011
VOL 3, NO 2
Workgroup Performance
Workgroup performance means the overall performance of the employees working in a
group, unit, department or section. Employees divided into different categories either on the
basis of demographics or on a gender base. When these employees work in a group or section,
the issues of diversity will arise. If this diversity is fully managed through policies and programs,
it will increase the overall performance of the group; otherwise, conflicts will arise in lack of
performance. Employees feel comfortable if they made self-selected group either made on
gender base or area and the performance will be better. Workgroup performance was evaluated
through the productivity, quality of work that they performed and the satisfaction of the
employees (Cragan & Wright, 1995).
Job Satisfaction:
Job satisfaction is a hot issue in this era and at the same time, retention of an employee is
becoming a more challenging job for Human Resource Managers. Satisfaction with job is a
degree to which how much an employee is satisfied with his job (Bettencourt & Brown, 1997).
Employees, facing dissatisfaction with their jobs, have many reasons like lack of rewarding
system, discrimination between employees, non-cooperative supervisors and colleagues, and
uncomfortable work environment.
In youth dominant culture, it is evident that those employees who are older, they are
much dissatisfied and de-motivated and resulted into they are terminated from their jobs and
sometimes they are also discriminated (Barak and Levin, 2002). In Government Sector
Organizations, employees are recruited through a quota system as well as on merit. The people
of Pakistan prefer the Government service and they retain till retirement whether they are
satisfied with their jobs or not.
Hypothesis Development
Much of the work on diversity management was in descriptive nature that could not help
in evaluating the assumption about the links between job satisfaction and performance (Pitts,
2009). Little work has been done on indentifying the relationship between diversity management
and work outcome which includes workgroup performance and job satisfaction.
Diversity Management effect on workgroup performance
H1
Diversity Management leads to higher workgroup performance.
This first hypothesis is based on the literature that diversity management will have a
significant impact on workgroup performance because the workforce diversity in terms of
ethnicity, race, and gender is increased day by day. Organizations that have a diverse workforce
with well-adapted differences have a high retention rate and the performance as a whole of the
group will be increased. Bureaucracy theory if true and organization provide the environment
like the employees feels citizen of that organization so the retention rate and performance of the
group will increase (Pitts, 2009).
Diversity Management’s effect on Job satisfaction:
H2
Diversity management leads to higher job satisfaction.
The second hypothesis is the relationship between diversity management and job
satisfaction. In general, in the presence of diversity management there will be no job satisfaction
for all employees. Literature shows that if the diversity management is strong then the people of
different color, they show job satisfaction. It might be possible that the management is taking
care of people of different color (Pitts, 2009). Therefore it is trying to identify that people of
different geographical areas are satisfied with their jobs in the presence of diversity management.
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