Diversity management and work engagement of academic staff of Kyambogo University, Uganda

Abstract

Work engagement is a pivotal driver of Organizational performance and a crucial determinant of success, as it significantly enhances competitive advantage. This study sought to investigate the influence of diversity management on the work engagement of academic staff at Kyambogo University in Uganda. It was guided by three objectives: the impact of diversity management policies, programs, and climate on work diversity. The study is of great significance to the body of knowledge, management of Kyambogo University, policymakers, and researchers. The study adopted the quantitative approach and the correlational research design to establish the relationship between diversity management and work engagement. Primary data was collected using self-administered questionnaires. A total of 188 academic staff members from Kyambogo University participated in this study. Data was subjected to descriptive statistics and Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS software. The study findings were presented using graphs, tables, and figures. Findings revealed moderate levels of work engagement, diversity management policies, diversity management programs, and diversity management climate within the university. However, the SEM results yielded more subtle findings, indicating that diversity management policies exerted a positive and significant influence on work engagement, whereas diversity management programs had a positive but non-significant effect, and diversity management climate had a negative but non-significant impact on work engagement. This study concludes that diversity management policies play a vital role in fostering work engagement among academic staff, whereas inadequate diversity management programs contribute minimally to work engagement, and a suboptimal diversity management climate hinders work engagement. The study recommends that universities should develop and implement comprehensive diversity management policies to enhance work engagement. It further recommends that university leaders should design and execute effective diversity management programs to promote work engagement, and also cultivate a climate that values and supports diversity, thereby fostering work engagement among academic staff.