The Effect of Workforce Diversity on Job Performance among Private Sector Employees in Malaysia
Kesan Kepelbagaian Tenaga Kerja terhadap Prestasi Kerja dalam Kalangan Pekerja Sektor Swasta di Malaysia
DOI:
https://doi.org/10.51200/jpks.v5i1.5698Keywords:
workforce diversity, job performance, employees, private sector, kepelbagaian tenaga kerja, prestasi kerja, pekerja, sektor swastaAbstract
Workforce diversity has been gaining concern from organizations worldwide, as it is viewed as the foundation for innovation and creativity that can result in positive organizational outcomes such as excellent job performance. Therefore, the present study aimed to examine the effect of workforce diversity (gender, age, ethnic and educational background diversity) on job performance among private sector employees in Malaysia. Workforce Diversity Scale (WDS) and Individual Work Performance Questionnaire (IWPQ) were used in the study. Data were collected using Google Form. Snowball sampling technique was applied in this quantitative cross-sectional study to recruit 260 private sector servants age 20 years old and above with at least one year work experience. Data analysis showed that all workforce diversity variables (gender, age and educational diversity) except for ethnic diversity significantly predicted job performance. Results indicated that it is essential for organizations to value the diversity among workforce and implement effective diversity management practices to ensure positive organizational outcomes.
Kepelbagaian tenaga kerja telah menerima perhatian daripada organisasi di seluruh dunia dan dianggap sebagai asas bagi inovasi dan kreativiti yang dapat menyumbang kepada pencapaian organisasi yang positif seperti prestasi kerja yang cemerlang. Oleh itu, kajian ini bertujuan untuk mengkaji pengaruh kepelbagaian tenaga kerja (kepelbagaian jantina, umur, etnik dan latar belakang pendidikan) terhadap prestasi kerja dalam kalangan pekerja sektor swasta di Malaysia. Workforce Diversity Scale (WDS) dan Individual Work Performance Questionnaire (IWPQ) telah digunakan dalam kajian ini. Data teleh dikumpulkan dengan menggunakan Google Form. Teknik pensampelan bola salji telah digunakan dalam kajian keratan rentas kuantitatif ini untuk merekrut 260 penjawat sektor swasta berumur 20 tahun ke atas dengan pengalaman kerja sekurang-kurangnya setahun. Hasil analisis data menunjukkan bahawa kesemua pemboleh ubah kepelbagaian tenaga kerja (jantina, umur dan latar belakang pendidikan) kecuali kepelbagaian etnik meramal prestasi kerja secara signifikan. Hasil kajian menunjukkan bahawa setiap organisasi wajib menghargai kepelbagaian dalam tenaga kerja dan melaksanakan pengurusan kepelbagaian yang berkesan bagi menjamin pencapaian positif dalam organisasi.
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