Browsing by Author "GIMIKO TUNGUSE EMMANUEL"

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    WORKFORCE DIVERSITY AND PERFORMANCE OF PRIVATE UNIVERSITIES IN KINSHASA, DEMOCRATIC REPUBLIC OF CONGO
    (THE CATHOLIC UNIVERSITY OF EASTERN AFRICA, 2025-06) GIMIKO TUNGUSE EMMANUEL
    Workforce diversity is crucial for improving university performance through employee experience and knowledge, addressing skill gaps, expanding the applicant pool, and boosting revenue by luring in students. The research presented the statement of the problem. This study sought to investigate the influence of workforce diversity on performance of private universities’ in Kinshasa, Democratic Republic of Congo. The study also sought to establish the mediating role of organizational culture on the relationship between workforce diversity and performance of private universities. The study specifically sought to investigate the influence of demographic diversity on the performance of private universities in Kinshasa; establish the influence of multiculturalism on the performance of private universities in Kinshasa; determine the influence of education diversity on the performance of private universities in Kinshasa; and establish the influence of work experience diversity on the performance of private universities in Kinshasa. This research was anchored on institutional theory of diversity management, similarity/attraction theory, social identity theory, cognitive diversity theory, schema theory, and justification-suppression model. The study was based on positivist research philosophy and used descriptive research design. The target population comprised of 2366 secretary generals, HR Managers, professors, associate professors and senior lecturers from the 29 approved private universities in Kinshasa, DRC. Sampling was done through stratified sampling and census sampling techniques. Primary data was collected using a structured questionnaire from the respondents. The study used multiple regression analysis and Structural Equation Modeling (SEM) for data analysis. In addition, the study calculated the parsimony fit indices which examine the goodness fit of the model. The findings on demographic diversity revealed that age diversity (.006), gender diversity (.05) and disability diversity (.012) exhibited a positive influence on universities performance. The study also revealed that the multiculturalism dimensions of religion diversity (.05), ethnicity diversity (.05) and language diversity (.006) had a positive and significant influence on universities performance. This study also found that there was variation of the education diversity dimensions on universities performance with specialization diversity (.003) and tenure diversity (.05) having a positive effect while skills diversity (-.002) had a non-significant influence. The results also revealed that work experience diversity had varying influence on universities performance where geographic diversity (.05) had a significant influence, roles diversity (.069) had a marginally positive influence while industrial diversity (.767) had minimal non-significant influence. The study also established that organizational culture (.001) mediates the relationship between workforce diversity and universities performance. The study concluded that workforce diversity significantly influences private universities’ performance. The study recommended that managers have the role to promote the workforce diversity practices that enhance enrolment/exit rate, quality of research and universities’ growth. It is also recommended that managers should therefore ensure that they fully implement the various workforce diversity policies for enhanced universities’ performance.