Workforce Diversity Management and Employee Innovativeness in Select Universities in South South Nigeria
The researchers examined workforce diversity management and employee innovativeness with a particular focus on South South Nigeria. The researchers employed survey research design. The population of the study comprises employees from eight universities (public and private) selected from three states (Akwa Ibom, Edo and Delta) of the South South region of Nigeria. The total population of the study was 18953 from which a sample size of 400 was selected using Taro Yamani formula. Three hypotheses were formulated in line with the set objectives. Statistical Package for Social Science (SPSS) was adopted as the instrument for data analysis, while Multiple Regression Analysis (MRA) was used to estimate models and test the null hypotheses. The findings revealed that having a workforce characterised with employees of variegated background and profession would help enhance wealth of available talents which can help to boost employee innovativeness for productivity. The researchers concluded that ethnic diversity has positive and significant effect on employee innovativeness in public and private universities in South-South Nigeria while gender and religious diversity has negative and insignificant effect on employee innovativeness in public and private universities in South-South Nigeria. The researchers recommended that organisations should ensure the employment of people with varied background in age, ethnicity and religion, for a possible robust spectrum of knowledge, healthy for organisational productivity.