The Impact of Workforce Diversity on Organizational Climate in the Banking Industry

Title

The Impact of Workforce Diversity on Organizational Climate in the Banking Industry

Creator

Singha, Surjit

Contributor

R, Sivarethinamohan.

Description

Liberalization, privatization, and globalization have paved the way to open the economy and integrate new philosophies and ideologies into the organization. The banking organization and other MNCs had opted for the ethos of enhancing the diversity of working professionals with the adoption of LPG. The novel approach to workforce diversity and organizational climate in the banking industry is considered in this study. The relevance of workforce diversity and the formation of an organizational climate are emphasized in this research work. The study's goal was reached through a series of steps, such as reviewing relevant literature and creating an appropriate theoretical framework. These steps laid the groundwork for creating and finalising research tools, which were done with the help of experts in the field. The creation of instruments for evaluating diversity and organizational climate was the final phase in this process. The study was carried out by using stratified sampling method with the participation of 778 bank employees from public and private banks located in the geographical area of Bangalore. The study's outcome states that There is no significant relationship between workforce diversity and organizational climate in the banking industry is rejected; this can be interpreted as the better organizational climate is highly correlated with the employees attitude towards organizational diversity. It indicated the importance of inculcating diversity and a favourable attitude towards diversity in the banking sector for the smooth conduction of work. "There is a significant relationship between workforce diversity and organizational climate in the banking industry". "Workforce diversity significantly influences the variation in the Organizational Climate". "Employee's belief differs significantly based on demographic profile, job profile, and organizational profile on workforce diversity in the banking industry" findings show only a few categories in the hypothesis. The gender of the reporting authority and the classification of the bank offers the difference in employees belief about gender diversity. "Employee's attitude differs significantly based on demographic profile, job profile, and organizational profile on workforce diversity in the banking industry" only a few demographic categories (marital status, gender of the reporting authority, and classification of bank) have a difference. Employee perception differs based on demographic profile, job profile, and organizational profile on workforce diversity in the banking industry. The study found that gender, gender of reporting authority, classification of the bank, monthly salary, and employee work experience show the difference in employees' perception towards workforce diversity. Employee culture differs based on demographic profile, job profile, and organizational profile on workforce diversity in the banking industry; the gender of the authority and classification of the bank show the difference in employees' culture. "Employee's organizational climate differs significantly based on a demographic variable, job profile, and organizational profile on workforce diversity in the banking industry, age, gender, gender of the reporting authority, and classification of the bank show the difference in organizational climate. The study found a positive correlation between the variable and the independent variables are the constant and strong predictors of the dependent variable. Employees' attitude towards workforce diversity is assessed based on demographics, job, and organisational profiles. Workforce diversity is appraised by evaluating different components of it, such as employees' beliefs, attitudes, perceptions, and culture. The results show that employees with same-gender reporting authority have a positive attitude towards workforce diversity and experience a positive organizational diversity climate. The public bank employees have a positive attitude towards workforce diversity and experience a positive organizational diversity climate. Employees' attitudes differ based on their marital status also. Employees' perception differs based on their work experience in the same bank and the monthly salary; those with 11 to 15 years of experience tend to have a positive perception. Age, gender, gender of the reporting authority, and the bank's classification are considered contributing factors to the organizational climate. The current study found the gender of reporting authority shows a difference in perception of gender diversity and organizational climate; the employees who have same-gender reporting authority tend to experience a positive organizational climate and a positive attitude towards workforce diversity. Classification of the bank also shows a difference where public bank employees experience a positive organizational climate and a positive attitude towards workforce diversity. Six hypotheses were tested, and a model for the banking industry in Bangalore was developed based on the results of these hypotheses testing. Theoretical models support all hypotheses. Fit indices show that all CB-CFA and CB-SEM models are a good fit.

Source

Author's Submission

Date

2023-01-01

Publisher

Christ(Deemed to be University)

Subject

Commerce

Rights

Open Access

Relation

61000228

Format

PDF

Language

English

Type

PhD

Identifier

http://hdl.handle.net/10603/492347