Workplace Discrimination and Organisational Outcome: A Case Study of General Hospital, Isolo, Lagos
Author
Omoikhunu Phillip Ohi
Abstract
This study examined the effect of workplace discrimination on organizational outcomes at General Hospital, Isolo, Lagos, with particular focus on employee productivity and employee job performance. The study was motivated by the growing concern over discriminatory practices in workplaces and their implications for employee effectiveness and organizational success. Specifically, the study sought to determine the effect of workplace discrimination on employee productivity and examine its relationship with employee job performance. Two research hypotheses were formulated and tested. The study adopted a descriptive survey research design. The population comprised employees of General Hospital, Isolo, Lagos, from which a sample of 102 respondents was selected using the Taro Yamane sample size determination formula. Data were collected through a structured questionnaire based on a five-point Likert scale. The instrument was validated through expert review, while its reliability was established using Cronbach’s Alpha with a threshold of 0.70. Data analysis was carried out using the Statistical Package for Social Sciences (SPSS). Analysis of Variance (ANOVA) was used to test the first hypothesis, while Pearson Product Moment Correlation was employed to test the second hypothesis. The findings revealed that gender discrimination has a significant effect on employee productivity (F = 829.764, p < 0.05). The study also found a strong negative and significant relationship between ethnic discrimination and employee job performance (r = -0.676, p < 0.01). These findings indicate that discriminatory workplace practices adversely affect employees' productivity and performance. The study concluded that workplace discrimination is detrimental to organizational outcomes and employee effectiveness. It therefore recommended the implementation of anti-discrimination policies, merit-based human resource practices, effective grievance procedures, and inclusive workplace policies to enhance employee productivity and job performance.
Keywords
Employee job performance, Employee productivity, Ethnic discrimination, Gender discrimination, Organizational outcomes, Workplace discrimination.
DOI : https://doi.org/10.5281/zenodo.22823682
Full Text:
References
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267–299). Academic Press.
Amah, E., & Ahiauzu, A. (2021). Human resource management and organizational effectiveness in Nigeria. Port Harcourt: University of Port Harcourt Press.
Armstrong, M., & Taylor, S. (2023). Armstrong's handbook of human resource management practice (16th ed.). London: Kogan Page.
Arubayi, D. (2023). Workplace hostility on job performance of minorities: A case study of selected Nigerian force in Delta State. Journal of Economics, Finance and Management Studies, 6(3).
Banumathi, R. C., & Vennila, D. (2024). Discrimination based on gender and how it affects employee performance. NMIMS Management Review, 32(1), 21–31.
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2023). Organizational behavior: Improving performance and commitment in the workplace (8th ed.). New York: McGraw-Hill Education.
Daft, R. L. (2022). Organization theory and design (14th ed.). Boston: Cengage Learning.
Daudu, S. O., & Osadolor, I. (2024). Rights of employees and workplace discrimination phenomenon in Nigeria: Lessons from United States of America. LexScriptio: A Journal of the Department of Jurisprudence and Public Law, 1(1), 288–309.
Dessler, G. (2023). Human resource management (17th ed.). New York: Pearson Education.
Ezeani, E. O. (2021). Human resource management in Nigeria: Principles and practice. Enugu: John Jacobs Classic Publishers.
Fajana, S. (2022). Industrial relations in Nigeria: Theory and features (2nd ed.). Lagos: Labofin and Company.
Field, A. (2020). Discovering statistics using IBM SPSS statistics (5th ed.). London: Sage Publications.
Greenberg, J. (2022). Behavior in organizations (12th ed.). London: Pearson Education.
Kothari, C. R. (2018). Research methodology: Methods and techniques (3rd ed.). New Delhi: New Age International.
Kotler, P., Keller, K. L., & Chernev, A. (2022). Marketing management (16th ed.). Harlow, England: Pearson.
Meyer, J. P., & Allen, N. J. (2022). Commitment in the workplace: Theory, research and application. Thousand Oaks, CA: Sage Publications.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2023). Human resource management: Gaining a competitive advantage (13th ed.). New York: McGraw-Hill Education.
Nwaoma, P. C. (2023). Causes of employee discrimination in the workplace: A study of selected federal universities in South-East Nigeria. Journal of Research in Management and Social Sciences.
Odiri, V. I. O. (2024). Workplace incivility and firms' productivity in Nigeria: Evidence from governmental enterprises. International Journal of Entrepreneurship and Business Innovation, 7(1), 1–21.
Ogunyomi, P. O., & Bruning, N. S. (2023). Workplace fairness, employee commitment and organizational performance in Nigerian organizations. Nigerian Journal of Management Sciences, 24(1), 45–58.
Robbins, S. P., & Judge, T. A. (2023). Organizational behavior (19th ed.). Harlow, England: Pearson.
Saunders, M., Lewis, P., & Thornhill, A. (2019). Research methods for business students (8th ed.). Harlow: Pearson Education.
Schermerhorn, J. R., Hunt, J. G., Osborn, R. N., & Uhl-Bien, M. (2023). Organizational Behavior (14th ed.). Hoboken, NJ: John Wiley & Sons.
Sekaran, U., & Bougie, R. (2020). Research methods for business: A skill-building approach (8th ed.). Chichester: Wiley.
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2022). Inclusive workplaces and organizational effectiveness: The role of diversity management. Human Resource Management Review, 32(4), 100867.
Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations. Brooks/Cole.
Umeh, C., Cornelius, N., & Wallace, J. (2024). A Bourdieusian exploration of ethnic inequalities at work: The case of the Nigerian banking sector. Work, Employment and Society, 38(4), 885–910.
Uzochukwu, I. U., Shehu-Usman, M., Gambo, N., & Bakare, A. A. (2024). Impact of performance appraisal fairness on employee productivity in Nigerian federal regulatory agencies. European Journal of Business and Innovation Research, 12(1), 53–71.
Yamane, T. (1967). Statistics: An introductory analysis (2nd ed.). New York: Harper and Row.