Tribal diversity, human resources management practices, and firm performance
2016
This study explores the relationship between tribal diversity, human resources management practices, and firm performance in Africa. Using multiple data sources and multilevel techniques, I examine tribal diversity as a driver of human resource management-diversity policy (HRM-DP) and an interactive factor influencing firm performance. Tribal identity is also tested as a determinant of tribal diversity. The results show that HRM-DP mediates the relationship between tribal diversity and firm performance. Tribal identity also relates negatively to tribal diversity, HRM-DP, and firm performance. Lastly, tribal diversity interacts with tribal identity in relating to firm performance. Theoretical and practical implications are discussed to enhance tribal diversity management in Africa. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.
Resume
Cette etude explore la relation entre la diversite tribale, les pratiques de gestion en ressources humaines et la performance des entreprises en Afrique. A partir des sources de donnees multiples et des techniques multiniveaux, elle considere la diversite tribale comme un vecteur de la dyade gestion des ressources humaines - politique en matiere de diversite (HRM-DP) et comme un facteur interactif influencant la performance des entreprises. Elle teste aussi l'identite tribale en tant que determinant de la diversite tribale. Les resultats montrent que la dyade HRM-DP mediatise la relation entre la diversite tribale et la performance des entreprises. L'identite tribale est aussi negativement reliee a la diversite tribale, au HRM-DP et a la performance des entreprises. Enfin, la diversite tribale interagit avec l'identite tribale pour influencer la performance des entreprises. L'article s'acheve par une analyse des implications theoriques et pratiques destinees a rehausser la gestion de la diversite tribale en Afrique. Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd.
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