GENDER DIVERSITY AND INSTITUTIONAL PERFORMANCE: WHAT MANAGEMENT OF TERTIARY INSTITUTIONS SHOULD KNOW / DIVERSITE DES GENRES ET PERFORMANCES INSTITUTIONNELLES : CE QUE LA DIRECTION DES ETABLISSEMENTS TERTIAIRES DEVRAIT SAVOIR

Faustina Akosua Agyeiwaa Kwofie, Dorothy Oppong Frimpong, Rowland Philip Baffoe

Abstract


This study investigated gender diversity and institutional performance in public tertiary institutions in Western Region of Ghana. The purpose of the study was to determine how gender is diversed in the selected institutions and the effect of gender diversity on institutional performance in these institutions. Quantitative method was used for the study. A sample size of 400 senior members was drawn from a population of 592 via purposive and convenient sampling techniques. A self-developed closed-ended questionnaire was used to collect the data. The data were analysed quantitatively with IBM Statistical Package for the Social Sciences (SPSS) version 25. Two research questions and two hypotheses were formulated to guide the study. Descriptive statistics such as means, standard deviations, percentages and Pearson correlation were used to analyse the data. The major findings of the study were that (1) gender diversity in Institution A differed from that of Institution B, and (2) there was a significant positive relationship between gender diversity and employee performance in public tertiary institutions in the Western Region of Ghana. Management of public tertiary institutions in Western Region should form diverse gender teams and apply good gender diversity strategies to improve employee/institutional performance.

 

Cette étude a porté sur la diversité des genres et les performances de la direction dans les établissements tertiaires publics de la région occidentale du Ghana. Le but de l’étude était de déterminer comment le genre est divergé dans les établissements sélectionnés et l’effet de la diversité des genres sur les performances institutionnelles dans ces établissements. Un échantillon de 400 membres du cadre supérieurs des établissements tertiaires a été prélevé sur une population de 592 par des techniques d’échantillonnage ciblées et pratiques. Un questionnaire fermé a été déployé pour recueillir les données. Une méthode quantitative a été utilisée pour l’analyse à l’aide du logiciel statistique IBM pour les sciences sociales (SPSS) version 25. Deux questions de recherche et deux hypothèses ont été formulées pour guider l’étude. Des statistiques descriptives telles que les moyennes, les écarts-types, les pourcentages et la corrélation avec Pearson ont été utilisées pour analyser les données. Les principales conclusions de l’étude sont : (1) la diversité des genres dans l’établissement A diffère de celle de l’établissement B et (2) il existe une relation positive significative entre la diversité des genres et les performances des employés dans les établissements tertiaires publics dans la région occidentale du Ghana. La direction des institutions tertiaires dans la région de l’Ouest devrait former des équipes de genre diversifié et appliquer de bonnes stratégies de diversité des genres pour améliorer la performance des employés/établissements.

 

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Keywords


gender diversity, management, public tertiary institution, performance / diversité des genres, direction, établissement tertiaire, performance

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DOI: http://dx.doi.org/10.46827/ejhrms.v6i2.1462

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