@article{et al._2020, title={DOES ETHNO-RELIGION DIVERSITY INFLUENCE FIRMS PERFORMANCE? EVIDENCE FROM FEDERAL HEALTH INSTITUTIONS IN NIGERIA}, volume={29}, url={http://sersc.org/journals/index.php/IJAST/article/view/4883}, abstractNote={<p><span class="fontstyle0">The purpose of this study is to investigate the effect of ethno-religion diversity on organizational<br>performance of Federal Health Institutions in Nigeria. It was carried out with a view to determine the<br>effect of ethnic diversity on team performance of healthcare workers; and as well ascertains the<br>relationship existing between religious diversity and employee retention. The descriptive and survey<br>research design was adopted for this study. With a population size of 6739, the sample size of 508 was<br>determined using Cochran’s formula. Data collection was through questionnaire structured in 5-point<br>likert scale. Data collected were presented and discussed descriptively using frequency and tables.<br>Hypotheses were tested using ordinal logistic regression and Product Moment Correlation Coefficient.<br>The study revealed that ethnic diversity has a significant negative effect on team performance (β = -<br>1.239, p = 0.001 &lt; 0.05) ; there is a significant positive relationship existing between religious diversity<br>and employee retention (β = 0.786, p = 0.000 &lt; 0.05). The study recommends that there should be<br></span><span class="fontstyle0">orientation, training and information on ethnic diversity and inclusivity at all levels by management to<br>help employees understand how they can take steps to create a more inclusive environment at work </span><span class="fontstyle0">and to<br>co-operate with one another irrespective of ethnic affiliations or differences; </span><span class="fontstyle0">employees should </span><span class="fontstyle0">be given<br>an opportunity to practice their religion and engage in religious activities that both contribute positively<br>to the individual and the organization, this can be achieved by ensuring </span><span class="fontstyle0">flexibility in job schedules and<br>designated areas for religious practices; and </span><span class="fontstyle0">organizations should eliminate structures that engender<br>gender discrimination by formulating laws and policies that promote equity in recruitment, placement,<br>promotion and succession planning irrespective of ethic, religion or gender in other to encourage<br>creativity, innovation and competitiveness in the organization.</span> </p&gt;}, number={2}, journal={International Journal of Advanced Science and Technology}, author={et al., Chikodili Nkiruka}, year={2020}, month={Jan.}, pages={3365 - 3383} }