Educational Background Diversity Research Articles

Diversified Workforce and Employees' Performance: Moderating Effect of Bureaucratic Leadership in Third Sector

With the global workforce undergoing unprecedented diversification, organizations in the Third Sector are compelled to scrutinize the intricate relationship between a diverse workforce and employees' performance. This paper delves into the nuanced dynamics within the Third Sector, focusing on the moderating effect of bureaucratic leadership on the link between workforce diversity and performance. The unique challenges and opportunities faced by non-profit organizations, NGOs, and social enterprises underscore the significance of this study. The research employs quantitative surveys to offer a holistic understanding of the complex interplay among workforce diversity, bureaucratic leadership, and employee performance. The study aims to identify patterns, correlations, and moderating influences that may provide valuable insights for organizations within the Third Sector. The key variables under investigation include workforce diversity, assessed through established scales regarding age, gender, ethnicity, and educational background diversity; employees' performance and bureaucratic leadership were also measured through established scales. Data was collected from diverse employees across various levels and departments within Lahore's third-sector organizations. The analysis employed statistical tools like regression analysis for quantitative data. This research seeks to contribute to the academic understanding of the subject and provide practical implications for organizational leaders in the Third Sector. The findings aim to guide effective decision-making, foster inclusive leadership practices, and enhance organizational performance in a diverse workforce.

The Impact of Educational Level Diversity and Educational Background Diversity on Innovation

The Impact of Educational Level Diversity and Educational Background Diversity on Innovation

BOARD DIVERSITY AND CORPORATE SOCIAL RESPONSIBILITY DISCLOSURES

Companies in Indonesia still don't care enough about Corporate Social Responsibility (CSR) causing various kinds of problems. Whereas, CSR is a form of corporate responsibility to stakeholders. This study aim to examine the effect of board diversity on the disclosure of CSR. All manufacturing companies listed on the Indonesia Stock Exchange (IDX) in 2019-2020 are used for population of this study. This study used quantitative approach and multiple linear regression analysis. Based on the results of testing of hypotheses, it is found that gender diversity, educational background diversity, and board size diversity have no effect on CSR disclosure. Then, tenure diversity and age diversity have a positive effect on CSR disclosure. Control variables in this study are company size and profitability. While company size has a positive effect and profitability has no effect on CSR disclosure. The results of this study can be used materials for improvements related to CSR disclosure in manufacturing companies.

Constructing Academic Identity Through Critical Argumentation: A Narrative Inquiry of Chinese EFL Doctoral Students’ Experiences

This study aimed to explore the experiences of Chinese EFL doctoral students in constructing their academic identities through critical argumentation in their thesis writing in an English as a Medium of Instruction (EMI) context. Data were collected through semi-structured interviews and document analysis. Narrative analysis was used to examine participants’ thesis writing to gain insights into their experiences of academic identity construction. The results revealed that Chinese EFL doctoral students face challenges in developing a critical voice and authorial position, synthesizing multiple sources, and positioning themselves rhetorically in their writing. Furthermore, the results open possibilities for a broader understanding of academic writing that values international graduate student’s educational background and cultural diversity in target English language discourse communities. While the narrative inquiry study on Chinese EFL doctoral students’ academic identity construction through critical argumentation is insightful, there are several limitations to consider, mainly due to the small sample size of only two female Chinese respondents.

Faktor penentu Nilai Perusahaan pada Perusahaan Manufaktur sub sektor Makanan dan Minuman

The success of a company’s performance can be seen through the value of the company. The higher the value of the company, the investors will be interested in investing. The economic recovery after the pandemic caused people to decide to invest in company shares. The purpose of this study is to provide empirical evidence regarding the effect of corporate social responsibility, managerial gender diversity, managerial nationality diversity and managerial educational background on firm value. This study uses food and beverage sub sector manufacturing companies listed on the Indonesia Stock Exchange (IDX) in the 2018-2020 with a total sample of 55. This research method uses multiple linear regression analysis and uses the SPPSS 26 application. The results of the study state that the variables of corporate social responsibility and managerial gender diversity have a positive effect on firm value. Meanwhile, managerial nationality diversity and managerial educational background diversity have no effect on firm value.

Diversitas Dewan Komisaris dan Pengaruhnya Terhadap Tingkat Pengungkapan Manajemen Risiko Perusahaan

One of the challenges facing the business world today is vulnerability to unwanted risks. For this reason, a comprehensive risk management system is needed to mitigate bad things and increase stakeholder confidence in the company. The leadership structure of Indonesian organizations that adheres to the two-tier concept by separating the roles and responsibilities of Commissioners and directors causes the board of Commissioners and directors to also carry out internal control functions. This leadership structure involves the commissioner's role in terms of risk management disclosure. On the other hand, the issue of diversity in public companies in Indonesia is a factor that affects the complexity of alternative decision-making that affects the disclosure of risk management. This study will examine the effect of diversity of Commissioners such as age, gender, and educational background on the level of disclosure of Corporate Risk Management. This study will take a sample of state-owned companies in Indonesia that are registered as members of the IDX during 2018-2019. This study will use the size of the company as a control variable. The analysis technique used is multiple regression analysis with a significance level of 5%. This study concluded that age diversity had no effect, while gender diversity and educational background diversity of company commissioners had an effect on risk management disclosure. This study shows that in addition to government regulations that have not been fully implemented on risk management disclosure obligations, it also shows that the background of the board of commissioners can affect the level of disclosure of the company's risk management in general. Transparency of risk management information will affect the level of confidence of investors and external stakeholders in the resilience and ability of the company in the face of uncertain situations.

Diversity of Shari’ah supervisory board and the performance of Islamic banks: evidence from an emerging economy of Pakistan

PurposeGiven the relative importance of the Shari’ah supervisory boards (SSBs) in Islamic banks’ (IBs’) performance, this study aims to examine the impact of SSB diversity on IBs’ performance from the stakeholders’ perspective in the context of Pakistan.Design/methodology/approachRandom-effects model and generalized method of moment are used to investigate the impact of SSB diversity on IBs’ performance across a panel data of 22 Islamic banks in Pakistan from 2005 to 2020 inclusive.FindingsThe findings of this study show that SSB size, SSB relevant educational background diversity, bank’s size and bank’s stability have a positive impact on IBs’ performance. In contrast, SSB age, nationality and cross-membership diversities have a negative impact on IBs’ performance. Moreover, SSB gender, tenure and general educational diversities have no significant impact on IBs’ performance.Research limitations/implicationsSSB diversity and IBs practices are different across different jurisdictions. This study is conducted on IBs in Pakistan because of data constraints; thus, the results of this study may not be generalizable to other countries' IBs.Practical implicationsIn structuring the SSBs’ framework, the regulatory authorities and policymakers should consider mandating an ideal SSB size and hiring relevant qualified members with low cross-membership to improve IBs' performance. Thus, the structure potentially attracts Muslim stakeholders, enhances their satisfaction and improves IBs' performance.Social implicationsHaving diversified members in the SSB, IBs equally benefit both individual and group stakeholders in society. Diversity in SSB members enhances IBs' performance and the social welfare of various stakeholders in society.Originality/valueTo the best of the authors' knowledge, this is the first empirical research that examines comprehensively the impact of SSB structural and demographic diversities on IBs' performance in the context of Pakistan. This paper contributes to the unique Shari’ah governance structure in the context of Pakistan. Additionally, this study may serve to assist IBs’ stakeholders in better comprehending the SSB practices of IBs in Pakistan.

The relationship between top management team diversity and organizational resilience: Evidence from the automotive industry in Japan

Organizational resilience has attracted much attention with regard to a company’s survival and to achieve higher performance in today’s uncertain conditions. However, how organizational resilience is built remains unclear. This study sheds light on the function of the top management team (TMT) from upper echelons theory and argues that its deep-level diversity has a positive impact on organizational resilience. Our empirical study of the Japanese automotive industry found that tenure, international, and wise diversity have a positive impact on building organizational resilience. In contrast, educational background diversity was found to have a negative impact on building organizational resilience, contrary to our hypothesis. Our results revealed that diversity was a double-edged sword and established the need to focus on environmental and industrial contexts in linking diversity and organizational resilience. Further elucidation of the relationship between diversity and organizational resilience can be achieved by simultaneously focusing on other aspects of diversity, in concurrence with existing diversity indices for variety.

CEO demographics and gender diversity in senior management in large Scandinavian firms

PurposeThis study aims to investigate whether chief executive officer (CEO) demographics are associated with gender diversity in senior management in the Scandinavia region.Design/methodology/approachThe research design draws on multivariate cross-sectional analysis. The demographic characteristics examined are gender, age and education. A total of six hypotheses are developed and tested. The sample includes the largest 106 public firms from Denmark, Finland, Norway and Sweden.FindingsResults show that firms with female CEOs have more women in senior management than other firms. However, neither age nor level of formal education of CEOs shows significant results, with the exception of CEOs holding MBA degrees, who are associated with fewer women in these positions. Interestingly, the association between educational background and gender diversity is principally driven by study-abroad experiences. Finally, results show that gender diversity in senior management has an important country component, whereas the industry component is negligible.Originality/valueThe relationship between managers’ demographics and gender diversity among subordinates is a relatively unexplored research issue, as previous works have focused on general comparisons between male and female managers. Furthermore, the Scandinavian context is particularly interesting as this region leads gender equality rankings.

Implementation Of Additive Ratio Assessment (Aras) Method For Online Reward Driver Provision

Giving rewards to online drivers is one of the annual agendas carried out at Grab Bengkulu Branch to encourage driver motivation and professionalism in improving the quality of work. The obstacles faced in giving these rewards are due to the diversity of educational backgrounds, experiences, competencies and portfolios of the drivers, so we need a system that can assist in the process of giving rewards to drivers so that they do not become sluggish and experience difficulties. In the process of designing the application of this reward decision support system using the ARAS approach. The ARAS method is a method based on the intuitive principle that alternatives must have the largest ratio to produce an optimal solution. The ARAS method performs ranking by comparing the value of each criterion on each alternative by looking at the weights of each to obtain the ideal alternative. The implementation of the system uses the Visual Basic 2010 programming language. From the results of the tests carried out, it can be concluded that the best employee with a value of 0.90, the lowest value of 0.81

PENGARUH DIVERSITAS DEWAN DIREKSI TERHADAP NILAI PERUSAHAAN

The diversity of gender, age, tenure, educational background and nationality are factors that companies must consider when selecting someone to serve on the company's board of directors. The purpose of this study is to analyze the effect of board of directors diversity on firm value. This research was conducted on Property, Real Estate, and Building Construction sector companies listed on the Indonesia Stock Exchange in 2016-2020. The sample of this study was selected using purposive sampling. This study obtained data from 56 companies with a total sample used in this study as many as 236 companies. Testing this hypothesis using multiple linear regression test with SPSS software version 24. The results showed that gender diversity, educational diversity and tenure diversity had an effect on firm value, while age diversity and nationality diversity had no effect on firm value.

What combined diversity conditions of board directors lead to financial sustainability? A fuzzy set qualitative comparative analysis of Italian universities

ABSTRACT Although recent reforms of higher education (HE) across Europe have involved reconfigurations of internal governance structures, little research has been conducted on the characteristics and practices of governing bodies and their impact on performance. In particular, more empirical evidence is required on the composition of the board of directors, whose role and responsibilities in strategy making and monitoring of university activities have been significantly strengthened. This paper focuses on the issue of diversity in board composition, which has gained increasing attention in the corporate literature but has largely been ignored in HE. Since most studies of diversity in HE have been fragmented, a configurational approach is followed to examine the combinations of diversity of directors that lead to high board performance in universities. Drawing from the literature and considering the characteristics of university governance, four conditions are identified: age, gender, educational background and provenance. The method of fuzzy set qualitative comparative analysis (fsQCA) is used to investigate the cases of 18 medium-sized state universities in Italy. The analysis revealed that no single condition is necessary or sufficient, while there are two paths that lead to board effectiveness: low educational background diversity and high provenance diversity combined with high age diversity, and low educational background diversity and high provenance diversity combined with low gender diversity.

Peningkatan Partisipasi Relawan dan Pelaku Pariwisata dalam Pengelolaan Risiko Bencana di Kompleks Candi Borobudur

Disaster Risk Management Plan in cultural heritage areas such as the Borobudur Temple Complex, should be the joint responsibility of all stakeholders. In fact, disaster management at the Borobudur Temple Complex, especially the preservation of the site against disasters, is only the responsibility of the Borobudur Conservation Center. Therefore, in September-November 2021 through the research activities funded by UNESCO, UAJY and BKB have formulated a draft Disaster Risk Management Plan in the form of the borobudur-drr.id digital platform. However, due to the limited implementation time, this platform has not been fully socialized by all stakeholders. Based on the stakeholder meeting, it is known that there are differences in understanding among stakeholders in understanding the comprehensive approach contained in the Disaster Risk Management Plan Action Plan for the Borobudur Temple Complex. The diversity of educational backgrounds, experiences and exposure of stakeholders to disasters and their management requires a forum for equalizing perceptions that supports the synergy of stakeholders in supporting, supervising and implementing the action plans that have been prepared. Conservationists, volunteers and tourism actors are three of the fifty-three stakeholders that have been mapped in the Borobudur Temple Compounds Disaster Risk Management Plan, which has a vital role in realizing the action plan in the Borobudur Temple Area.

The Implementation of Multi Attribute Utility Theory Method for Employee Performance Appraisal in The Regional Office of the Ministry of Law and Human Rights (Kemenkumham) of Bengkulu Province

Employee performance appraisal aims to find employees with good performance qualities in accordance with the vision and mission of the Ministry of Law and Human Rights. The difficulty that occurs in conducting the employee performance appraisal process is the difficulty of selecting employees properly and fairly due to the diversity of educational backgrounds, experiences, competencies and portfolios in which it becomes a concern in determining outstanding employees. To overcome these obstacles, a decision support system for the MAUT method is needed to be used as an additional medium to support the decision-making process. The implementation of the system uses the Visual Basic 2010 programming language and the method used in this study is the Waterfall Method. From the results of the tests carried out, it can be concluded that employee performance appraisal by MAUT can be done well by ranking, where the highest value is 0.76 and the lowest value is 0.09 from the MAUT ranking process which can then be reported in the form of an employee performance report.

Application of Topsis Method in Employee Performance Assessment at PDAM Bengkulu

Employee performance appraisal is very important, especially for employees in the Bengkulu PDAM environment to encourage employee motivation and professionalism in improving work quality. Constraints faced in conducting performance appraisals are due to the diversity of educational backgrounds, experience, competencies and employee portfolios, so we need a system that can assist in the performance appraisal process, so that Employee Performance Assessment will not take time and get into trouble. In the process of designing a decision support system application for evaluating employee performance using the TOPSIS approach. The TOPSIS method (Technique For Order Performance By Similarity To Ideal Solution) is a multi-criteria decision-making method or alternative choice which is the alternative that has the smallest distance from the positive ideal solution and the largest distance from the negative ideal solution. The implementation of the system uses the Visual Studio 2010 programming language and the method used in this study is the waterfall method. From the results of the tests carried out, it can be concluded that this decision support system can provide the best employee decisions which can later be used as a reference to determine the quality of employee performance.

The New Sudan cognitive assessment tool (SuCAT) is a potential _early detector for low-income countries _that surpasses the _limitations of MMSE and MOCA

Dementia is characterized by a decline in one or more cognitive domains; WHO listed Alzheimer/Dementia accounts for 4756 deaths (1.78% of 41.8 million in the total population, 2018 census) In Sudan, where the research proved the unsuitability Mini-Mental State Exam (MMSE) and the Montreal Cognitive Assessment (MoCA) to detect Mild Cognitive Impairment (MCI). This is based on the diversity of Sudan's cultural, educational, and linguistic background where Arabic with three informal dialects (colloquial Arabic; El-Darigia الدارجية) is used. Moreover, they are literate dependant. Hence, SuCAT is developed to test the known SEVEN cognitive domains.

Extending information poverty theory to better understand the digital access and inequalities among young people who are not in education, employment or training in South Africa

PurposeThe objective of this study is to present evidence regarding how young people, who are not in education, employment or training (NEET) in South Africa, lack literacy skills and access to enabling resources to actively search and navigate information services systems that are primarily web-based. Information Poverty Theory is adopted to better understand the technological and social strata challenges experienced by young NEET people.Design/methodology/approachThe study used semi-structured interviews for collecting data over two months in 2018, employing snowball sampling with 24 key participants, representing a diversity of educational backgrounds and previous experience of economic participation.FindingsThe findings of this study suggest that most interviewed young people, who are NEET, lack advanced information literacy and digital skills to access information services. The results also indicate that access to information services that are primed for online information is a challenge for most of these NEET young people residing in underserviced communities. The high cost of an Internet connection means that the Internet is out of reach for most low-income households. In communities that are underserviced with no adequate information and communication technology (ICT) infrastructure, people residing in such areas are subjected to living in circumstances where there is poverty and thus a lack of access to online information.Research limitations/implicationsThis paper reports on data collected in 2018 using intense interviews, while acknowledging limitations in terms of the sample size. Hence, it is not fully representative of the whole population of young people, who are NEET, residing in the Gauteng Province of South Africa.Practical implicationsThe findings illustrate the need for further collaboration among relevant stakeholders to strengthen existing programmes and for stronger partnerships. The arguments presented herein enhance knowledge and understanding concerning the digital literacy skills divide that exists among young people who are NEET. It includes a discussion to contribute to policy development.Originality/valueThis study focuses on challenges young people who are NEET experience when looking for work and developmental opportunities. This qualitative study adopts Information Poverty Theory and uses prior studies to link the undertaken survey and research. It is expected that this study may serve as a pilot for future studies and may also contribute to the ongoing discussions around the use of ICTs on their use and access, especially the effect on young people when searching for information related to jobs and other developmental opportunities using online services.

Educational diversity and group creativity: Evidence from fNIRS hyperscanning

Educational diversity is defined as the diversity of educational backgrounds measured by multiple subjects. This study aimed to unveil the interpersonal neural correlates that underlie the effect of group educational diversity on group creativity. One hundred and sixteen college students were assigned to high educational diversity (HD; the members respectively majored in science or social science) or low educational diversity (LD; the members both majored in either science or social science) groups based on their academic majors. They were required to solve two problems that either demanded creativity (alternative uses task, AUT) or not (object characteristics task). We used functional near-infrared spectroscopy (fNIRS)-based hyperscanning to simultaneously record the neural responses of pairs of interacting participants in each group. The LD group showed more AUT fluency and perspective-taking behaviours than the HD group, whereas no group difference was observed for AUT uniqueness. Additionally, collective flexibility was higher in the HD group than in the LD group. The fNIRS results showed that the interpersonal brain synchronisation (IBS) increments at the right angular gyrus and right primary somatosensory cortex were greater in the LD group than in the HD group. These findings indicate that although high educational diversity benefits cognitive flexibility, it does not necessarily lead to a better idea quality or greater idea quantity. The greater IBS increments and perspective-taking behaviours that we observed in the LD group may account for this.

IMPLEMENTASI KEBIJAKAN TRIPLE SKILLING DALAM MEMBANGUN SUMBER DAYA MANUSIA TERAMPIL DAN PRODUKTIF (STUDI KASUS: BALAI BESAR PENGEMBANGAN LATIHAN KERJA BEKASI)

The development of skilled and productive human resources is one of the main priorities of President Joko Widodo's policy. The unemployment burden which continues to increase due to the emergence of mismatches of workers' skills with company needs and automation will be a threat to the future of the workforce in Indonesia. The Triple Skilling Policy (Skilling, Re-skilling, Up-skilling) were made to minimize labor problems in Indonesia. Balai Besar Pengembangan Latihan Kerja Bekasi as one of the vocational training centers that conducts job training has implemented a Triple Skilling policy in 4 vocations which are Electronic Engineering, Refrigeration, Information and Communication Technology, and Tourism. The purpose of this research is to determine the implementation of the Triple Skilling policy in BBPLK Bekasi and the benefits of the policy in building competent and productive human resources. This study used a qualitative approach with data collection using direct observation techniques and in-depth interviews with head of the training program section, instructors, and training participants at BBPLK Bekasi. Through the implementation, several problems were encountered, such as the short duration of training, the diversity of educational backgrounds and skills of training participants, and the need to improve the competence of instructors at BBPLK Bekasi.

Reframing Architecture through Design

Reframing Architecture through Design