GROUP 5:

Leader: MISUELO Jr. Danilo

Members:

MAGOTE, Denice Jhan F.

MERILLES, Lindsay Ann S.

RULLODA, Gwyneth Zoe

TAMPO, Ace

Assessment 1- Determining the Gap (by group) = 20%

Directions:

1. After finding your research interest, look for an article and determine the gap.

2. Compare at least five articles and their gap, then finalize the needed gap to accomplish.

Title of the article Gap

1.The Role of HR in Driving diversity and inclusion
https://www.int-comp.org/insight/2021/january/hr-
diversity-and-inclusion/#:~:text=It%20is%20the%20task
%20of,workforce%20is%20not%20the%20destination .
2. The Role of Employee Psychological Capital and Work
Engagement in Linking Human Resource Practices and
Work Performance - It discusses the role of psychological
capital and work engagement in linking HR practices to
work performance.
https://www.frontiersin.org/articles/10.3389/fpsyg.2022.
729131/full
The article explains the negative side of
driving diversity and inclusion is a failure to
adopt to its initiatives. Diversity and
inclusion can be a good for business
because it is innovative and agile,
outperform their competitors and attract a
wide variety of stakeholders. The initiatives
like sustaining and competitive advantage
and positive corporate image could be a
struggle to perform especially when it
comes to employees’ sense of belonging
and organizational justice. Diversity and
inclusion should be implemented with
proper procedure to help both business
and employees improve organizational
efficiency and employee morale.
The article appears to provide a
comprehensive review of the literature and
doesn't explicitly identify any gaps in
research, there is always the potential for
further research to be conducted in this
area, such as exploring the specific HR
practices that are most effective at
promoting psychological capital and work

3.Impact of Workforce Diversity Management on
Employees’ Outcomes: Testing the Mediating Role of a
person’s Job Match
Impact of Workforce Diversity Management on
Employees’ Outcomes: Testing the Mediating Role of a
person’s Job Match (sagepub.com)
4. Conceptual Framework: Impact of Workforce Diversity
on Employee Performance
https://papers.ssrn.com/sol3/papers.cfm?
abstract_id=3853729
5. The role of supervisor support on employees’ training
and job performance: an empirical study
https://www.emerald.com/insight/content/doi/10.1108/
EJTD-06-2017-0054/full/html?
fbclid=IwAR3i15eSahIn5njqOBYhRYuAOtgkLOx9mA1SsVu
UFjUFxkvgSJBC7vFl78g
engagement or examining the impact of
these factors on different types of work
performance measures.
In this article it discusses how workforce
diversity affects job performance. We can
conclude about LGBTQIA+ since it's
gradually being accepted in public, The
best thing we can do is to look at what
they are doing in the company as
employees or managers. Through the
survey, we can analyze the possible
outcomes and attitudes of the people,
including how they perform or what
attitudes does manager accept employees
that are part of LGBTQIA+, vice versa.
In this article, it says that the management
of diversity is a young science that has
come about from various historical and
social problems. As per the researchers
they suggest that the literature of Diversity
Management shows that the word,
"managing diversity" is not widely
embraced. In this article they also presume
that the human capital-benefit companies
will still accomplish their targets and
workers are viewed as their ultimate asset
and think that investing in employees can
certainly produce high income and help
them achieve their target.
This study investigated how supervisor
support contributes to motivation, training
and job performance. In addition, this study
attempted to bridge the gap in the
literature by investigating the relationships
among supervisor support, developmental
needs awareness, learning motivation,
training readiness, transfer motivation and
job performance.
Conclusion/s:

The researchers concluded that the gaps include the human resource department should
conduct diversity and inclusion to improve the business. HR should also conduct practices that are most
effective and work engagement connecting to employee’s job performance. Looking on employee's job
performance by ignoring gender differences that may cause work issues that can affect workplace
diversity. Human resource department should also invest on employee as an asset that can be a benefit
to improve business. In order to the employee to become an asset it needs proper training and
supervision by supervisors to escalate job performance and gain motivation. Overall, the gaps are
focusing on the organizational efficiency for a corporate responsibility and employee morale.

Research title:

“Analyzing the Relationship between Workplace Diversity and Employee Performance”

Adviser:

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