Impact of Workplace Diversity Management on Employee Commitment in the Nigerian Public Sector

Abstract

The study analyses workplace diversity management on employee commitment in the Nigerian public sector. The study used a quantitative approach and adopted a stratified random sampling technique by electronically distributing questions to a sample of 39 employees on the supervisory cadre across respective departments in Abuja office only. Descriptive statistics and multiple regression model were used to analyse and estimate the impact of workplace diversity management on employee commitment. The findings showed that the constructs of Inclusion and Fairness have positive and significant impact on affective commitment with probability values of 0.000 and 0.003 and coefficients of 0.920 and 0.572 respectively. Alternatively, the study also showed that the constructs of Equal Opportunity and Policies and Programs have negative and insignificant impact on affective commitment with probability values of 0.320 and 0.062 and coefficients of −0.172 and −0.443 respectively. The study concludes that Workplace diversity management has both positive and negative impacts on affective commitment the findings also revealed that workplace diversity management policies in multicultural nations like Nigeria were poorly implemented even though they existed, and this reflected in lopsided appointments, promotions, and nominations at the top government level. From the foregoing conclusion, the review recommends that organizations assimilate minorities, integrate diversity and leverage on the variety.