The Relationship Between Workforce Diversity and Work Performance Among Employees at a Manufacturing Company in Johor

Abstract

Workplace diversity and employee work performance have evolved to be an even greater issue considered by organizations that are focused on remaining competitive, innovative, and effective in the current dynamic business environment. Nevertheless, organizations still struggle to know how workforce diversity affects the work performance of employees. Past research revealed poor empirical data that measures workforce diversity through emotional reactions, judgment, behavioral intentions, personal consequences, and perceived organizational outcomes against employee work performance within Malaysian organization. This study examined the relationship between workplace diversity and employee work performance at a manufacturing company located in Johor. The population of the study comprised 87 employees, from which a sample of 73 employees participated in the research. Data were collected using structured questionnaires consisting of three sections including demographic information, workforce diversity, and employee work performance. The Workplace Diversity Survey was used to measure workplace diversity, while the Individual Work Performance Questionnaire was employed to assess employee work performance. The statistical methods of analysis used were descriptive and correlation analysis, like mean, standard deviation, and the pearson correlation coefficient. The study found that employees stated moderate levels of workforce diversity (M = 3.35) and high levels of employee work performance (M = 3.72). The results showed that the workplace diversity relationship with employee work performance was moderate, and the effective diversity management practices could be applied to increase the work performance of employees and contribute to organizational effectiveness.