Refine your search
Collections
Co-Authors
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Pruthi, Mukesh
- Workforce Diversity Status in Indian Public Sector:A Study of Employees’ Reactions
Abstract Views :238 |
PDF Views:0
Authors
Affiliations
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 School of Management, The NorthCap University, Gurugram, Haryana, IN
3 Bharat Sanchar Nigam Limited, Hisar, Haryana, IN
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 School of Management, The NorthCap University, Gurugram, Haryana, IN
3 Bharat Sanchar Nigam Limited, Hisar, Haryana, IN
Source
Journal of Organization and Human Behaviour, Vol 7, No 2&3 (2018), Pagination: 34-46Abstract
The public sector organizations have been at the forefront of valuing diversity. However, the attitudes and perceptions of diverse employees about organization’s efforts to promote diversity still largely remain unanswered in the public sector. Therefore, this study is an attempt to investigate the differences in the perceptions of employees across gender (males and females) and categories (general, disabled, minorities, and social disadvantaged) towards workforce diversity in an Indian public sector organization, i.e., Bharat Sanchar Nigam Limited. Based on a sample of 619 respondents, the results of data analysis indicated that gender and categorical discriminations were prevailing in the organization.Keywords
Workforce Diversity, Perception, Public Sector, India.
References
- Bharat Sanchar Nigam Limited (2018) Retrieved 5 May 2018, http://www.bsnl.in/opencms/bsnl/BSNL/about_us/company/chairman_desk.html
- Bhatnagar, D. (1987). A study of attitudes towards women managers in banks. Pranjan, 16, 263-281.
- Budhwar, P. S., Saini, D. S., & Bhatnagar, J. (2005). Women in management in the new economic environment: The case of India. Asia Pacific Business Review, 11, 179–193.
- Choi, S., & Rainey, H. G. (2010). Managing diversity in US federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70, 109-121.
- Cooke, F. L., & Saini, D. S. (2010). Diversity management in India: A study of organizations in different ownership forms and industrial sectors. Human Resource Management, 49, 477-500.
- Creegan, C., Colgan, F., Charlesworth, R., & Robinson, G. (2003). Race equality policies at work: Employee perceptions of the ‘implementation gap’ in a UK local authority. Work, Employment & Society, 17, 617-640.
- Davis, R., Keuleers, P., Beavers, S., Richard, N., & Fezzardi, S. C. (2014). Gender equality in public administration. New York, NY: United Nations Development Programme. Retrieved February 20, 2016, from http://www.undp.org/content/dam/undp/library/Democratic%20Governance/Women-s%20Empowerment/GEPA%20Global%20Report%20May%202014.pdf
- Dhingra., V., & Gakhar., K. (2014). Employee development practices in the telecom industry in India: A case study of the public sector. IOSR Journal of Business and Management (IOSR-JBM), 16, 5-12.
- Ebie. S., & Djerbarni, R. (2011). Equality and diversity management: An investigation into the business case for equality and diversity practices in SME’s. International Journal of Diversity in Organizations, Communities and Nations, 10, 145-168.
- Fine, M. G., Johnson, F. L., & Ryan, M. S. (1990). Cultural diversity in the workplace. Public Personnel Management, 19, 305-320.
- Greenhause, J. H., & Parasuraman, S. (1993). Job Performance Attributions and Career Advancement Prospect: An Examination of Gender and Race Effects. Organisational Behavior and Human Decision Processes, 55, 273-297.
- Groeneveld, S., & Verbeek, S. (2012). Diversity policies in public and private sector organizations: An empirical comparison of incidence and effectiveness. Review of Public Personnel Administration, 32, 353-381.
- Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E. and Tatham, R. L. (2006). Multivariate data analysis (6th ed.). New Jersey: Prentice Hall.
- Harrison, M. S., & Thomas, K. M. (2009). The hidden prejudice in selection: A research investigation on skin colour bias. Journal of Applied Social Psychology, 39(1), 134-168.
- Hur, Y., & Strickland, R. A. (2012). Diversity management practices and understanding their adoption: Examining local governments in North Carolina. Public Administration Quarterly, 36, 380-412.
- Kaur, K., & Malhotra, N. (2014). Telecommunication and economic growth in India: Causality analysis. IMPACT: International Journal of Research in Business Management, 2, 31-46.
- Kaushik, N., Sharma, A., & Kaushik, V. K. (2014). Equality in the workplace: A study of gender issues in Indian organizations. Journal of Management Development, 33, 90-106.
- Khanna, T. (2007). Billions of Entrepreneurs: How China and India are reshaping their futures and yours. Boston: Harvard Business School Press.
- Kossek, E. E., & Zonia, S. C. (1993). Assessing diversity climate: A field study of reactions to employer efforts to promote diversity. Journal of Organizational Behavior, 14, 61-81.
- Kundu, S. C. (2003). Workforce diversity status: A study of employees’ reactions. Industrial Management & Data Systems, 103, 215-226.
- Kundu, S. C. (2004). HR diversity: A study of employees’ perceptions of Indian organizations. Asia Pacific Management Review, 9, 39-59.
- Kundu, S. C., & Mor, A. (2016). Effect of diversity management on employees’ organisational commitment: A study of Indian organisations. Journal of Strategic Human Resource Management, 5(1), 16-22.
- Kundu, S. C., Bansal, J., & Chawla, A. S. (2015). Managing workforce diversity through HR practices: A review. In S. C. Kundu, U. Arora, T. Ram, & K., Singh (Eds.), Emerging Horizons in Business Management (pp. 115-124). New Delhi, ND: Victorious Publishers.
- Lyness, K. S., & Thompson, D. E. (1997). Above the glass ceiling? A comparison of matched samples of female and male executives. Journal of Applied Psychology, 82, 359-375.
- McDougall, M. (1996). Equal opportunities versus managing diversity: Another challenge for public sector management? International Journal of Public Sector Management, 9, 62-72.
- Mor Barak, M. E., & Levin, A. (2002). Outside of the corporate mainstream and excluded from the work community: A study of diversity, job satisfaction and well-being. Community, Work & Family, 5, 133-157.
- Mor Barak, M. E., Cherin, D. A., & Berkman, S. (1998). Organizational and personal dimensions in diversity climate ethnic and gender differences in employee perceptions. The Journal of Applied Behavioral Science, 34, 82-104.
- Naff, K. C. (1994). Through the glass ceiling: Prospects for the advancement of women in the federal civil service. Public Administration Review, 54, 507-514.
- Ngo, H. Y., Foley, S., Wong, A., & Loi, R. (2003). Who gets more of the pie? Predictors of perceived gender inequity at work. Journal of Business Ethics, 45, 227-241.
- Ospina, S. (2001, May). Managing diversity in civil service: A conceptual framework for public organizations. Managing diversity in civil service, United Nations Department of Economic and Social Affairs (UNESA) and the International Institute of Administrative Sciences (IIAS) (pp. 11-30), Amsterdam: IOS Press.
- Parikh, P. P., & Sukhatme S. P. (2004). Women engineers in India. Economic and Political Weekly, 39, 193-201.
- Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity issues and challenges. Sage Open, 2, 1-15.
- Pettigrew, T. F., & Martin, J. (1987). Shaping the organizational context for black American inclusion. Journal of Social Issues, 43, 41-78.
- Powers, T. (2008). Recognizing ability: The skills and productivity of persons with disabilities: A literature review. Geneva, GE: International Labour Office. Retrieved 20 January 2016, from http://www.ilo.org/public/english/employment/download/wpaper/wp3.pdf
- Punsalan, T. G., & Uriarte, G. G. (1987). Statistics: A simplified approach. Philippines: Rex Book Store
- Ragins, B. R., & Cotton, J. L. (1999). Mentor functions and outcomes: A comparison of men and women in formal and informal relationships. Journal of Applied Psychology, 82, 945-953.
- Sabharwal, M. (2013). From glass ceiling to glass cliff: Women in senior executive service. Journal of Public Administration Research and Theory. doi:10.1093/jopart/mut030. Retrieved 20 February 2016, from http://jpart.oxfordjournals.org/content/early/2013/06/24/jopart.mut030.abstract
- Schmitt, M. T., Branscombe, N. R., Kobrynowicz, D., & Owen, S. (2002). Perceiving discrimination against one’s gender group has different implications for well-being in women and men. Personality and Social Psychology Bulletin, 28, 197-210.
- Sia, S. K., & Bhardwaj, G. (2008). A study of perceived diversity climate by employees belonging to different social groups. Indian Journal of Industrial Relations, 44, 62-71.
- Sipe, S., Johnson, C. D., & Fisher, D. K. (2009). University students’ perceptions of gender discrimination in the workplace: Reality versus fiction. Journal of Education for Business, 84, 339-349.
- Som, A. (2007). What drives the adoption of innovative SHRM practices in Indian organizations? International Journal of Human Resource Management, 18, 808-828.
- Soni, V. (2000). A twenty‐first‐century reception for diversity in the public sector: A case study. Public Administration Review, 60, 395-408.
- Syed, J., & Kramar, R. (2009). Socially responsible diversity management. Journal of Management & Organization, 15, 639-651.
- Tropp, L. R., & Bianchi, R. A., (2006). Valuing diversity and interest in intergroup contact. Journal of Social Issues, 62, 533-551.
- Veldsman, D. M. (2013). Perceptions of diversity management in a public sector organization/government institution within the Western Cape (Mini-Thesis). South Africa, SA: University of Western Cape.
- Vijayalakshmi, C., Dhaliwal, K., & Gupta, R. K. (2006). Discriminatory practices in Indian companies. Indian Journal of Industrial Relations, 4, 329-354.
- Woodard, N., & Saini, D. S. (2006). Diversity management issues in USA and India: Some emerging perspectives. In P. Singh, J. Bhatnagar, & A. Bhandarkar (Eds.), Future of work: Mastering change (pp. 149-164). New Delhi, ND: Excel Books.
- Perceived Workforce Diversity and Firm Performance: A Study of an Indian Public Sector Organization
Abstract Views :171 |
PDF Views:0
Authors
Affiliations
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 School of Management, The NorthCap University, Gurugram, Haryana, IN
3 Bharat Sanchar Nigam Limited, Hisar, Haryana, IN
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 School of Management, The NorthCap University, Gurugram, Haryana, IN
3 Bharat Sanchar Nigam Limited, Hisar, Haryana, IN
Source
Journal of Strategic Human Resource Management, Vol 8, No 1 (2019), Pagination: 47-60Abstract
Diverse representation of workforce in public sector organizations is not just righteous, social, or ethical but it also exhibits a virtuous business oriented approach. This study is an attempt to explore the linkage between the perceptions of employees regarding workforce diversity and firm performance in an Indian public sector organization, i.e., Bharat Sanchar Nigam Limited (BSNL). Based on a sample of 619 respondents, the results of data analysis indicated that the perceptions of diverse employees towards workforce diversity were affirmatively and significantly allied to perceived firm performance. Detailed investigation of the impact of employees’ perceptions pertaining to workforce diversity on perceived firm performance revealed that promotion of diversity, access of developmental opportunities, ability and performance of female, minority, and socially disadvantaged workforce, and organizational support for female and differently abled workforce positively contributes to perceived firm performance.Keywords
Workforce Diversity, Perception, Firm Performance, Public Sector, India.References
- Alderfer, C. P., Alderfer, C. J., Tucker, L., & Tucker, R. (1980). Diagnosing race relations in management. The Journal of Applied Behavioral Science, 16, 135–166.
- Allen, R. S., Dawson, G., Wheatley, K., & White, C. S. (2007). Perceived diversity and organizational performance. Employee Relations, 30(1), 20–33.
- Basu, D. D. (1994). Introduction to the constitution of India (16th ed.). New Delhi: Prentice Hall of India.
- Bateman, T. S., & Snell, S. A. (2009). Management: Leading & collaborating in a competitive (8th ed.). New Delhi: McGraw Hill & Irwin.
- Bhatnagar, D. (1987). A study of attitudes towards women managers in banks. Pranjan, 16, 263–281.
- Brewer, G. A. (2005). In the eye of the storm: Frontline supervisors and federal agency performance. Journal of Public Administration Research and Theory, 15, 505–527.
- Budhwar, P. S., Saini, D. S., & Bhatnagar, J. (2005). Women in management in the new economic environment: The case of India. Asia Pacific Business Review, 11, 179–193.
- Budhwar, P. S., & Varma, A. (2010). Guest editors’ introduction: Emerging patterns of HRM in the new Indian economic environment. Human Resource Management, 49, 343–572.
- Choi, S., & Rainey, H. G. (2010). Managing diversity in US federal agencies: Effects of diversity and diversity management on employee perceptions of firm performance. Public Administration Review, 70, 109–121.
- Cooke, F. L., & Saini, D. S. (2010). Diversity management in India: A study of organizations in different ownership forms and industrial sectors. Human Resource Management, 49, 477–500.
- Cooke, F. L., & Saini, D. S. (2012). Managing diversity in Chinese and Indian organizations: A qualitative study. Journal of Chinese Human Resource Management, 3(1), 16–32.
- Cox, T. H., Lobel, S. A., & McLeod, P. L. (1991). Effects of ethnic group cultural differences on cooperative and competitive behavior on a group task. Academy of Management Journal, 34, 827–847.
- Curristine, T., Lonti, Z., & Joumard, I. (2007). Improving public sector efficiency: Challenges and opportunities. OECD Journal on Budgeting, 7, 161–201.
- Deshpande, A. (2014). A comparative study of workforce diversity in service and manufacturing sectors in India. IMPACT: International Journal of Research in Business Management, 2, 1–8.
- Dhingra, V., & Gakhar, K. (2014). Employee development practices in telecom industry in India: A case study of public sector. IOSR Journal of Business and Management (IOSR-JBM), 16, 5–12.
- Dixit, P., & Bajpai, B. L. (2015). Managing workforce diversity in competitive environment. International Journal of Business and Management Invention (IJBMI), 4, 1–11.
- Fine, M. G., Johnson, F. L., & Ryan, M. S. (1990). Cultural diversity in the workplace. Public Personnel Management, 19, 305–320.
- Groeneveld, S., & Verbeek, S. (2012). Diversity policies in public and private sector organizations: An empirical comparison of incidence and effectiveness. Review of Public Personnel Administration, 32, 353–381.
- Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995). Multivariate data analysis. Englewood Cliffs, NJ: Prentice-Hall.
- Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Prentice Hall.
- Harman, H. H. (1976). Modern factor analysis. Chicago, IL: University of Chicago Press.
- Herring, C. (2009). Does diversity pay? Race, gender, and the business case for diversity. American Sociological Review, 74, 208–224.
- Hur, Y., & Strickland, R. A. (2012). Diversity management practices and understanding their adoption: Examining local governments in North Carolina. Public Administration Quarterly, 36, 380–412.
- The India Skills Report. (2014). Impact of rising demographics on employment (pp. 14–21). Retrieved 25 September 2015 from https://wheebox.com/wheebox/resources/IndiaSkillsReport.pdf
- Jangir, S. K. (2013). Reservation system and Indian constitution: Special reference to Mandal commission. American International Journal of Research in Humanities, Arts and Social Sciences, 3, 205–208.
- Jauhari, H., & Singh, S. (2013). Perceived diversity climate and employees’ organizational loyalty. Equality, Diversity and Inclusion: An International Journal, 32, 262–276.
- Kaiser, H. F. (1960). The application of electronic computers to factor analysis. Educational and Psychological Measurement, 20(1), 141–151.
- Kellough, J. E. (1990). Integration in the public workplace: Determinants of minority and female employment in federal agencies. Public Administration Review, 50, 557–566.
- Khandwalla, P. N. (1977). The design of organizations. New York, NY: Harcourt Brace Jovanovich.
- Kompier, C., Prasad, A., Sajjad, H., Premchander, S., Katyar, S., Saheb, D., . . . & Taware, S. (2014). Labour markets: Exclusion from ‘decent work’. In India Exclusion Report: 2013–14 (pp. 121–162). New Delhi: Books for Change.
- Kossek, E. E., Lobel, S. A., & Brown, A. J. (2005). Human resource strategies to manage workforce diversity. In A. M. Konard, P. Prasad, & J. M. Pringle (Eds.), Handbook of workplace diversity (pp. 54–47). Thousand Oaks, CA: Sage Publications, Inc.
- Kossek, E. E., & Zonia, S. C. (1993). Assessing diversity climate: A field study of reactions to employer efforts to promote diversity. Journal of Organizational Behavior, 14, 61–81.
- Kundu, S. C. (2003). Workforce diversity status: A study of employees’ reactions. Industrial Management & Data Systems, 103, 215–226.
- Kundu, S. C. (2004). HR diversity: A study of employees’ perceptions in Indian organizations. Asia Pacific Management Review, 9, 39–59.
- Kundu, S. C., Bansal, J., & Chawla, A. S. (2015). Managing workforce diversity through HR practices: A review. In S. C. Kundu, U. Arora, T. Ram, & K. Singh (Eds.), Emerging horizons in business management (pp. 115–124). New Delhi: Victorious Publishers.
- Kundu, S.C., Mehra, L., & Mor, A. (2017). Effect of diversity management on employees’ intention to quit: Mediating role of employee motivation. Journal of Strategic Human Resource Management, 6(3), 17–27. ISSN: 2277-2138.
- Kundu, S. C., & Mor, A. (2016, February). Effect of diversity management on employees’ organisational commitment: A study of Indian organisations. Journal of Strategic Human Resource Management, 5(1), 16– 22, ISSN: 2277-2138.
- Kundu, S. C., & Mor, A. (2017). Workforce diversity and organizational performance: A study of IT industry in India. Employee Relations, 39(2), 160–183.
- Lehobo, L. (2011). The relationship between gender diversity and corporate profitability: The top 100 companies on the JSE limited. Master’s Thesis. South Africa, SA: University of Johannesburg. Retrieved March 3, 2016, from https://ujdigispace.uj.ac.za/bitstream/handle/10210/8120/Lehobo.pdf?sequence=1
- McDougall, M. (1996). Equal opportunities versus managing diversity: Another challenge for public sector management? International Journal of Public Sector Management, 9, 62–72.
- Mercer. (2012). Diversity and inclusion: An Asia Pacific perspective. Retrieved 3 January 2016, from http://www.asean.mercer.com/content/dam/mercer/ attachments/asia-pacific/asia/Mercer_Diversity_and_Inclusion_An_Asia_Pacific_Perspective_ExecutiveSummary_10661D-HC.pdf
- Ministry of Personnel, Public Grievances & Pensions (2011). Annual report 2011–2012. Government of India. Retrieved 25 February, 2016 from http://persmin.nic.in/AnnualReport/AR2011_2012(Eng).pdf
- Morrison, A. M. (1992). The new leaders. San Francisco, CA: Jossey‐Bass.
- Naff, K. C. (1994). Through the glass ceiling: Prospects for the advancement of women in the federal civil service. Public Administration Review, 54, 507–514.
- Ngo, H. Y., Foley, S., Wong, A., & Loi, R. (2003). Who gets more of the pie? Predictors of perceived gender inequity at work. Journal of Business Ethics, 45, 227–241.
- O’Reilley, C., Williams, K., & Barsade, S. (1997). Group demography and innovation: Does diversity help? In G. Huber, &. Glick (Eds.), Organizational change and redesign (pp. 147–75). Oxford: Oxford University Press.
- Ohemeng, F. L. K., & McGrandle, J. (2015). The prospects for managing diversity in the public sector: The case of the Ontario public service. Public Organization Review: A Global Journal, 15, 487–507.
- Ospina, S. (2001, May). Managing diversity in civil service: A conceptual framework for public organizations. In Managing diversity in civil service, United Nations Department of Economic and Social Affairs (UNESA) and the International Institute of Administrative Sciences (IIAS) (pp. 11–30), Amsterdam: IOS Press.
- Pio, E. (2007). HRM and Indian epistemologies: A review and avenues for future research. Human Resource Management Review, 17, 319–335.
- Pitts, D. (2009). Diversity management, job satisfaction, and performance: Evidence from US federal agencies. Public Administration Review, 69, 328–338.
- Pitts, D., & Jarry, E. (2007). Ethnic diversity and firm performance: Assessing diversity effects at the managerial and street levels. International Public Management Journal, 10, 233–254.
- Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12, 531–544.
- Popescu, S., & Rusko, R. (2012). Managing diversity in public organizations. Global Business and Management Research: An International Journal, 4, 235–247.
- Rao, S. R., & Bagali, M. M. (2014). A comparative study on acceptance of cultural diversity and gender diversity among employees in IT industry, Bangalore. International Journal of Business and Administration Research Review, 1, 98–109.
- Rasul, I., & Rogger, D. (2015). The impact of ethnic diversity in bureaucracies: Evidence from the Nigerian civil service. American Economic Review: Papers & Proceedings, 105, 457–461.
- Rice, M. F. (2010). Diversity and public administration: Theory, issues, and perspectives (2nd ed.). Armonk, NY: M.E. Sharpe.
- Richard, O. C., & Kirby, S. L. (1997). African-Americans’ reaction to unjustified diversity selection programs: Do procedures matter? Journal of Black Psychology, 23, 388–397.
- Roberson, Q. M., & Park, H. J. (2007). Examining the link between diversity and firm performance: The effects of diversity reputation and leader racial diversity. Group & Organization Management, 32(5), 548–568.
- Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics and Finance, 11, 76–85.
- Sharma, R. R., & Sharma, N. P. (2015). Opening the gender diversity black box: Causality of perceived gender equity and locus of control and mediation of work engagement in employee well-being. Frontiers in Psychology. doi:10.3389/fpsyg.2015.01371.
- Shukeri, S. N., Shin, O. W., & Shaari, M. S. (2012). Does board of director’s characteristics affect firm performance? Evidence from Malaysian public listed companies. International Business Research, 5, 120–127.
- Sia, S. K., & Bhardwaj, G. (2008). A study of perceived diversity climate by employees belonging to different social groups. Indian Journal of Industrial Relations, 44, 62–71.
- Sipe, S., Johnson, C. D., & Fisher, D. K. (2009). University students’ perceptions of gender discrimination in the workplace: Reality versus fiction. Journal of Education for Business, 84, 339–349.
- Smiley, D. (2010, November). Diversity and positive action programs in the UK: Fire, police and ambulance services. Emergency Services Foundation. Retrieved 22 January 2016 from http://www.mfb.vic.gov.au/media/docs/Report_on_Positive_Action_Porgrams_in_UK_Fire_Police_and_Ambulance_Services-3e545a93-82c6-46b9-949d-be78406ad6d8-0.pdf
- Som, A. (2007). What drives adoption of innovative SHRM practices in Indian organizations? International Journal of Human Resource Management, 18, 808–828.
- Soni, V. (2000). A twenty‐first‐century reception for diversity in the public sector: A case study. Public Administration Review, 60, 395–408.
- Sturgess, G. L. (2012). Diversity and contestability in the public service economy. NSW Business Chamber, North Sydney. Retrieved 30 December 2017 from https://www.nswbusinesschamber.com.au/NSWBCWebsite/media/Policy/Thinking%20Business%20Reports/Diversity-and-Contestability-in-the-Public-Service-Economy.pdf
- Suri, D. S., & Lal, M. (2011). Diversity management and organizational effectiveness in Indian organizations. International Journal of Research in Commerce & Management, 2, 91–95.
- Vaidya, R., Wanjari, V., & Shirigirwar, N. (2013). An empirical study of managing diversity at workplace with special reference to Indian organization. ASM’s International E-Journal of Ongoing Research in Management and IT, 1–9.
- Veldsman, D. M. (2013). Perceptions of diversity management in a public sector organization/government institution within the Western Cape. Mini-Thesis. South Africa, SA: University of Western Cape.
- Vijayalakshmi, C., Dhaliwal, K., & Gupta, R. K. (2006). Discriminatory practices in Indian companies. Indian Journal of Industrial Relations, 4, 329–354.
- Von Bergen, C. W., Soper, B., & Parnell, J. A. (2005). Workforce diversity and organisational performance. Equal Opportunities International, 24, 1–16.
- Wambui, T. W., Wangombe, J. G., Muthura, M. W., Kamau, A. W., & Jackson, S. M. (2013). Managing workplace diversity: A Kenyan perspective. International Journal of Business and Social Science, 4, 199–218.
- Wolfson, N., Kraiger, K., & Finkelstein, L. (2011). The relationship between diversity climate perceptions and workplace attitudes. The Psychologist-Manager Journal, 14, 161–176.
- Woodard, N., & Saini, D. S. (2006). Diversity management issues in USA and India: Some emerging perspectives.
- In P. Singh, J. Bhatnagar, & A. Bhandarker (Eds.), Future of work: Mastering change (pp. 149– 164). New Delhi: Excel Books.