DIVERSITY NETWORKING AND ORGANIZATIONAL PERFORMANCE OF THE BANKING SECTOR IN KENYA
Abstract
The promotion of HR diversity management practices in commercial banks is very low and there a lot of inconsistencies between the pronouncements made and the actual practices on the ground. Therefore, organizations may need to pay more attention to the management of HR diversity as a means of enhancing organizational performance. On the other hand, most of the existing empirical studies in this area have been conducted in the western countries such as USA, Australia and UK with very limited research about the relationship between HR diversity management and organizational performance done in Kenya. Therefore, the objective of this study was to determine the influence of diversity networking on organizational performance in the banking sector in Kenya. A descriptive survey design was used in this study. The target population comprised 36,212 employees in 43 commercial banks in Kenya from which a sample of 396 respondents was drawn from the top management, supervisory, and general staff. Sampling was by stratified and simple random techniques. Data was collected using a structured questionnaire. Data was analysed using both descriptive and inferential statistics. Inferential statistics used correlations analysis and regressions analyses to test for the degree of association (correlations) between pairs of variables and the overall influence of HR diversity management practices on organizational performance in the banking sector in Kenya. Results illustrated diversity networking had positive, linear and significant (p-value is less than 0.05) relationship with the organizational performance. It was concluded that diversity networking accounted for 32.6% (R2 = 0.326) variations in the organizational performance. It was recommended that organizations should continually use their networks to support their operations. It was noted that organizations that promote HR diversity management practices such as employee networking can perform better because of the enhanced employee commitment.
Key Words: Diversity Networking, Organizational performance and Banking Sector
CITATION: Amoni, N. T., Singoro, B., & Manini, M. M. (2020). Diversity networking and organizational performance of the banking sector in Kenya. The Strategic Journal of Business & Change Management, 7(2), 687 – 696.
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DOI: http://dx.doi.org/10.61426/sjbcm.v7i2.1650
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