WORKFORCE DIVERSITY MANAGEMENT AND EMPLOYEE INNOVATIVE WORK BEHAVIOUR IN A PUBLIC SECTOR ORGANIZATION IN NIGERIA

Abstract

This study examined the influence of workforce diversity management through transformational leadership on employee innovative work behaviour within the Federal Inland Revenue Service (FIRS) in Abuja. The general objective was to explore how gender, ethnic, age, and educational diversity impact employee innovation, with a specific focus on the mediating role of transformational leadership. The study addressed specific objectives such as examining the effect of gender diversity on employee innovative work behaviour, investigating the impact of ethnic diversity, and assessing the influence of age diversity. The research questions and hypotheses were framed to explore the extent to which each dimension of diversity affects employee innovative behaviour, with null hypotheses positing no significant effects. A descriptive survey research design was employed, with structured questionnaires administered to 375 FIRS employees. The sample size of 375 employees was determined using Yamane’s formula, and a response rate of 98.7% was achieved. Data was analyzed using multiple regression analysis. The combined model demonstrated that workforce diversity explained 31.1% of the variance in employee innovative work behaviour, which increased to 36.6% when transformational leadership was included. These results highlighted that managing diversity through effective leadership enhances creativity, collaboration, and innovative work behaviour among employees. The study contributes to knowledge by highlighting the role of leadership in managing diversity to promote innovation in public sector organisations. It also suggests areas for future research, including exploring other leadership styles and investigating the long-term effects of diversity management on innovation.