An investigation of the effects of gender and age diversities on performance of employees in Mbita Sub County in Kenya.
There is a number of legislations that have been passed to shape the way workforce diversity is managed in Kenya. However, both the employees and the employers still make decisions to break the rules such as equal opportunity employment, affirmative action and even constitutional provisions. In this study workforce diversity was studied with focus on its effects on employee performance. The objectives that guided the study were to: investigate the effects of gender and age diversities on the performance of employees. In the study different empirical literature were examined to define the relationship between workforce diversity and employee performance in which a gap existed since none of these studies examined was conducted in Mbita Sub County in Kenya. The study was anchored on social identity theory which explains how individuals tend to categorize themselves in terms of gender and age resulting into them (out group) and us (in group) syndrome. A descriptive survey design was used. Data was collected in 28 secondary schools using a self-constructed questionnaire. Descriptive and Inferential statistics geared to the Pearson’s Product moment Correlation (r) and Multiple Regression Analysis were used to identify the patterns of the relationship in the data. From the findings, the two postulated hypotheses were accepted. Multiple regression analysis, R2=0.667 showed that 66.7% of the variation employee performance is explained by gender and age. The study also explained the managerial implication of workforce diversity and recommended further research since only 66.7% of the employee performance was accounted for by the gender and age. Therefore, there is need to conduct further research to account for the remaining 33.3%
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