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Date 2024-05-01

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The main objective of the thesis is to investigate whether workforce diversity affects organizational

performance. Specifically, the research is limited to surface-level diversity, as described in the previous

chapter.

As for diversity, the two main areas of focus are the ten key characteristics of surface- level diversity (age,
gender, race/ethnicity, disabilities, sexual orientation, marital status, religion, work experience, functional

expertise, educational background) as well as the level of diversity, for each of the ten above

characteristics, as perceived by each individual respondent regarding their organization. As for

organizational performance, the two main areas of focus are the individual level of job satisfaction, a proxy

variable of performance (Katou, 2017), as well as the level of the overall performance of the organization,

as perceived by the respondents themselves.

According to the literature, the relationship between deep-level diversity and performance is clearer in

comparison to the surface-level one (Elron, 1997; Triana et al., 2021; Tröster et al., 2014). For this reason,
this thesis emphasizes on surface-level diversity, setting as goal to shed light and further investigate this
ambiguous relationship.

The first research model concerns the investigation of the relationship of individual jobsatisfaction with

the ten key aspects/characteristics of surface-level diversity.

The second research model concerns the investigation of the relationship of organizational performance,

as perceived by the respondents themselves, with the levels of diversity for each of the eleven key

aspects/characteristics of surface-level diversity.

Both of the above models are based on the aforementioned ambiguous relationship of surface-level

diversity to firm and individual performance, as measured by proxy variables such as level of job

satisfaction.
Taking into account the objectives of the thesis as well as the research models mentioned above, a

digital questionnaire was created through Google Forms, so as an analysis to be conducted. The link for
the questionnaire is cited in the link down below

The sampling frame of the study is the population of people working in the territory of Greece, in
organizations, either of public or private ownership status, that employ two or more people, so as the

investigation of the concept of workforce diversity to make sense.

Greece is traditionally considered to be a country with low levels of diversity; hence the research is

limited at this point, in order to examine whether and to what extent workforce diversity is a reality in
greek firms.

At first, a pilot sample was carried out for possible improvements or fixes of the questionnaire and then
the field sampling followed. The final survey sample consists of106 valid responses.

All survey items were complete and valid except for two items. The first one did not have all the survey

fields answered (N/A data) and the other one was about an organization, consisted of only one person.

Therefore, they were deleted in order to maintain the validity of the statistical analysis and integrity of
the research.
 Matched Source

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