Author

  • Simon Rafaqat

    • Forman Christian College (A Chartered University), Ayesha Street, Faiz Road, Lahore, Punjab, Pakistan
    • Pakistan

  • Sahil Rafaqat

    • Forman Christian College (A Chartered University), Ayesha Street, Faiz Road, Lahore, Punjab, Pakistan
    • Pakistan

  • Saoul Rafaqat

    • Forman Christian College (A Chartered University), Ayesha Street, Faiz Road, Lahore, Punjab, Pakistan
    • Pakistan

  • Dawood Rafaqat

    • Forman Christian College (A Chartered University), Ayesha Street, Faiz Road, Lahore, Punjab, Pakistan
    • Pakistan

Abstract

The paper aims to review the literature on the effect of workforce diversity including, gender, culture/race, age, and ethnicity, on firm performance. Many empirical papers have been reviewed in which different statistical models have been applied to data of multiple types of organizations across the regions and continents to find the association between the selected variables. The review methodology is selected to survey the literature on the impact of workforce diversity on organizational performance between the years 2000 and 2021. The reviewed literature shows that workforce diversity is significantly related to organizational performance. Moreover, this paper concludes that the positive significant influence of workforce diversity on organizational performance exceeds the negative significant impact. Also, workforce diversity is productive, if it is in appropriate balance. Whereas few studies reported no significant influence of workforce diversity on organizational performance.

Keywords

References

  • Abdullah, S. N. & Ku Ismail, K. I. (2013). Gender, ethnic and age diversity of the boards of large Malaysian firms and performance. Jurnal Pengurusan, 38, 27-40.
  • Adams, R. B. & Ferreira, D. (2009). Women in the boardroom and their impact on governance and performance. Journal of financial economics, 94(2), 291-309.
  • Adler, N. J. (1997). International Dimensions of Organizational Behavior. Cincinnati, OH: South. Western College Publishing.
  • Akisimire, R., Masoud, M. S., Baisi, M. D. & Orobia, L. A. (2016). Board member age diversity and financial performance of manufacturing firms: a developing economy perspective. Journal of Economics and Behavioral Studies , 8(5 (J)), 120-132.
  • Ali, M., Kulik, C. T. & Metz, I. (2009). The impact of gender diversity on performance in services and manufacturing organizations. Academy of management proceedings. 2009, 1-6. Briarcliff Manor, NY 10510: Academy of Management.
  • Ali, M., Kulik, C. T. & Metz, I. (2011). The gender diversity–performance relationship in services and manufacturing organizations. The International Journal of Human Resource Management, 22(7), 1464-1485.
  • Ali, M., Ng, Y. L. & Kulik, C. T. (2014). Board age and gender diversity: A test of competing linear and curvilinear predictions. Journal of Business Ethics, 125(3), 497-512.
  • Ancona, D. G. & Caldwell, D. F. (1992). Bridging the boundary: External activity and performance in organizational teams. Administrative science quarterly, 634-665.
  • Anyango, O. M. & Florah, O. M. (2019). Workforce Diversity and Performance of Kisumu Law Courts, Kenya. International Journal of Business and Social Science, 10(12), 24-34.
  • Backes-Gellner, U. & Veen, S. (2009). The impact of aging and age diversity on company performance. Available at SSRN: https://ssrn.com/abstract=1346895. 1-35.
  • Badal, S. & Harter, J. K. (2014). Gender diversity, business-unit engagement, and performance. Journal of Leadership & Organizational Studies, 21(4), 354-365.
  • Bal, M. P. & Boehm, S. A. (2019). How do ideals influence client satisfaction? The role of exhaustion, collective commitment, and age diversity. Journal of Management, 45(4), 1461-1487.
  • Bantel, K. A. & Jackson, S. E. (1989). Top management and innovations in banking: Does the composition of the top team make a difference? Strategic management journal, 10(S1), 107-124.
  • Baporikar, N. (2021). Succession Planning for Enhanced Performance in State-Owned Enterprises: Role of Age Diversity. International Journal of Sociotechnology and Knowledge Development (IJSKD), 13(3), 106132.
  • Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L. & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis. Journal of Management, 37(3), 709-743.
  • Bennouri, M., Chtioui, T., Nagati, H. & Nekhili, M. (2018). Female board directorship and firm performance: What really matters? Journal of Banking & Finance, 88, 267-291.
  • Blau, P. M. (1977). Inequality and heterogeneity: A primitive theory of social structure (Vol. 7). New York: Free Press.
  • Boehm, S. a., Kunze, F. & Bruch, H. (2014). Spotlight on age‐diversity climate: The impact of age‐inclusive HR practices on firm‐level outcomes. Personnel Psychology, 67(3), 667-704.
  • Bøhren, Ø. & Staubo, S. (2016). Mandatory gender balance and board independence. European Financial Management, 1, 3-30.
  • Bøhren, Ø. & Strøm, Ø. (2010). Governance and politics: Regulating independence and diversity in the board room. Journal of Business Finance & Accounting, 37(9-10), 1281-1308.
  • Bonn, I., Yoshikawa, T. & Phan, P. H. (2004). Effects of board structure on firm performance: A comparison between Japan and Australia. Asian Business & Management, 3(1), 105-125.
  • Brown, W. A. (2002). Racial diversity and performance of nonprofit boards of directors. Journal of Applied Management and Entrepreneurship, 7(4), 43-57.
  • Byrne, J. (1971). The attraction paradigm (vol 11). New York: Academic Press.
  • Campbell, K. & Mínguez-Vera, A. (2008). Gender diversity in the boardroom and firm financial performance. Journal of business ethics, 83(3), 435-451.
  • Carter, D. A., Simkins, B. J. & Simpson, W. G. (2003). Corporate governance, board diversity, and firm value. Financial Review, 38(1), 33-53.
  • Carton, A. M. & Cummings, J. N. (2012). A theory of subgroups in work teams. Academy of management review, 37(3), 441-470.
  • Chijoke-Mgbame, A. M., Boateng, A. & Mgbame, C. O. (2020). Board gender diversity, audit committee and financial performance: evidence from Nigeria. In Accounting Forum, 44(3), 262-286.
  • Cho, S. & Mor Barak, M. E. (2008). Understanding of diversity and inclusion in a perceived homogeneous culture: A study of organizational commitment and job performance among Korean employees. Administration in Social Work, 32(4), 100-126.
  • Cho, S., Ahraemi, K. & Mor Barak, M. E. (2017). Does diversity matter? Exploring workforce diversity, diversity management, and organizational performance in social enterprises. Asian Social Work and Policy Review, 11(3), 193-204.
  • Cho, Y., Kim, S., You, J., Moon, H. & Sung, H. (2020). Application of ESG measures for gender diversity and equality at the organizational level in a Korean context. European Journal of Training and Development, 45(4/5), 346-365.
  • Choi, S. & Rainey, H. G. (2010). Managing diversity in US federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70(1), 109-121.
  • Cox, T. H. & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Perspectives, 5(3), 45-56.
  • Cox, T. H., Lobel, S. A. & McLeod, P. L. (1991). Effects of ethnic group cultural differences on cooperative and competitive behavior on a group task. Academy of management journal, 34(4), 827-847.
  • Cunningham, G. B. (2009). The moderating effect of diversity strategy on the relationship between racial diversity and organizational performance. Journal of Applied Social Psychology, 39(6), 1445-1460.
  • De Dreu, C. K. & West, M. A. (2001). Minority dissent and team innovation: the importance of participation in decision making. Journal of Applied Psychology, 86(6), 1191-1201.
  • De Meulenaere, K., Boone, C. & Buyl, T. (2016). Unraveling the impact of workforce age diversity on labor productivity: The moderating role of firm size and job security. Journal of Organizational Behavior, 37(2), 193-212.
  • Del Carmen Triana, M., Richard, O. C. & Su, W. (2019). Gender diversity in senior management, strategic change, and firm performance: Examining the mediating nature of strategic change in high tech firms. Research Policy, 48(7), 1681-1693.
  • Delgado-Piña, M. I., Rodríguez-Ruiz, Ó., Rodríguez-Duarte, A. & Sastre-Castillo, M. Á. (2020). Gender diversity in spanish banks: Trickle-down and productivity effects. Sustainability, 12(5), 2113.
  • Dobbin, F. & Jung, J. (2011). Corporate board gender diversity and stock performance: The competence gap or institutional investor bias. North Carolina Law Review, 89(3), 809-936.
  • Findler, L., Wind, L. H. & Mor Barak, M. E. (2007). The challenge of workforce management in a global society: Modeling the relationship between diversity, inclusion, organizational culture, and employee wellbeing, job satisfaction and organizational commitment. Administration in Social Work, 31(3), 63-94.
  • Florian, K., Boehm, S. & Bruch, H. (2013). Organizational performance consequences of age diversity: Inspecting the role of diversity‐friendly HR policies and top managers’ negative age Dijkstereotypes. Journal of Management Studies, 50(3), 413-442.
  • Fredette, C. & Bernstein, R. S. (2019). Ethno-racial diversity on nonprofit boards: A critical mass perspective. Nonprofit and Voluntary Sector Quarterly, 48(5), 931-952.
  • Gonzalez, J. A. & DeNisi, A. S. (2009). Cross‐level effects of demography and diversity climate on organizational attachment and firm effectiveness. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(1), 21-40.
  • Grund, C. & Westergaard‐Nielsen, N. (2008). Age structure of the workforce and firm performance. International Journal of Manpower, 29(5), 410-422.
  • Hafsi, T. & Turgut, G. (2013). Boardroom diversity and its effect on social performance: Conceptualization and empirical evidence. Journal of business ethics, 112(3), 463-479.
  • Hambrick, D. C. & Mason, P. A. (1984). Upper echelons: The organization as a reflection of its top managers. Academy of management review, 9(2), 193-206.
  • Hambrick, D. C., Cho, T. S. & Chen, M. J. (1996). The influence of top management team heterogeneity on firms' competitive moves. Administrative science quarterly, 41(4), 659-684.
  • Harrison, D. A. & Klein, K. J. (2007). What's the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of management review, 32(4), 1199-1228.
  • Haslam, S. A., Ryan, M. K., Kulich, C., Trojanowski, G. & Atkins, C. (2010). Investing with prejudice: The relationship between women's presence on company boards and objective and subjective measures of company performance. British Journal of Management, 21(2), 484–497.
  • Hassan, R., Marimuthu, M. & Johl, S. K. (2017). Bridging and bonding: How gender diversity influences organizational performance. Global Business and Management Research, 9(1), 117.
  • Henry, O. & Evans, A. J. (2007). Critical review of literature on workforce diversity. African Journal of Business Management, 1(4), 72-76.
  • Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for diversity. American sociological review, 74(2), 208-224.
  • Hobman, E. V. (2003). The consequences of dissimilarity for conflict and workgroup involvement: The moderating influence of identification and group diversity climate. Ph.D. Dissertation. St Lucia, Qld: The University of Queensland.
  • Hogan, R. & Huerta, D. (2019). The impact of gender and ethnic diversity on REIT operating performance. Managerial Finance, 45(1), 72-84.
  • Hong, S. (2015). Ethnic diversity in public organizations and public service performance: Empirical investigation. Academy of Management Proceedings, 1, 11334. Briarcliff Manor, NY 10510: Academy of Management.
  • Horwitz, S. K. & Horwitz, I. B. (2007). The effects of team diversity on team outcomes: A meta-analytic review of team demography. Journal of Management, 33(6), 987-1015.
  • Jehn, K. A., Northcraft, G. B. & Neale, M. A. (1999). Why differences make a difference: A field study of diversity, conflict and performance in workgroups. Administrative science quarterly, 44(4), 741-763.
  • Johnston, W. B. (1991). Global workforce 2000: The new world labor market. Harvard Business Review, 69(2), 115-127.
  • Joseph, R. D. (2014). Age diversity and its impact on employee performance in Singapore. International Journal of Research & Development in Technology and Management Science–Kailash, 21(5), 79-98.
  • Karimi, J. & Busolo, E. (2019). Influence of Age Diversity on Organizational Performance: A Case. The University Journal, 1(3), 57-68.
  • King, E. B., Dawson, J. F., West, M. A., Gilrane, V. L., Peddie, C. I. & Bastin, L. (2011). Why organizational and community diversity matter: Representativeness and the emergence of incivility and organizational performance. Academy of Management Journal, 54(6), 1103-1118.
  • Klein, K. J. & Harrison, D. A. (2007). On the diversity of diversity: Tidy logic, messier realities. Academy of Management Perspectives, 21(4), 26-33.
  • Klein, K. J., Knight, A. P., Ziegert, J. C., Lim, B. C. & Saltz, J. L. (2011). When team members’ values differ: The moderating role of team leadership. Organizational Behavior and Human Decision Processes, 114(1), 25-36.
  • Kundu, S. C. (2003). Workforce diversity status: a study of employees’ reactions. Industrial Management & Data Systems, 103(4), 215–226.
  • Kunze, F., Boehm, S. A. & Bruch, H. (2011). Age diversity, age discrimination climate and performance consequences—a cross-organizational study. Journal of organizational behavior, 32(2), 264-290.
  • Kunze, F., Boehm, S. & Bruch, H. (2009). Age Diversity, Age Discrimination and Performance Consequences--A Cross-Organizational Study. Academy of Management Proceedings. 2009, pp. 1-6. Briarcliff Manor, NY 10510: Academy of Management.
  • Lee, H. (2019). Does increasing racial minority representation contribute to overall organizational performance? The role of organizational mission and diversity climate. The American Review of Public Administration, 49(4), 454-468.
  • Leslie, L. M. (2017). A status-based multilevel model of ethnic diversity and work unit performance. Journal of Management, 43(2), 426-454.
  • Li, J., Chu, C. L. & Lam, K. C. (2011). Age diversity and firm performance in an emerging economy: Implications for cross‐cultural human resource management. Human Resource Management, 50(2), 247-270.
  • Li, Y., Gong, Y., Burmeister, A., Wang, M., Alterman, V. & Alonso, A. (2021). Leveraging age diversity for organizational performance: An intellectual capital perspective. Journal of Applied Psychology, 106(1), 71.
  • Liebermann, S. C., Wegge, J., Jungmann, F. & Schmidt, K. H. (2013). Age diversity and individual team member health: The moderating role of age and age stereotypes. Journal of Occupational and Organizational Psychology, 86(2), 184-202.
  • Lu, C. M., Chen, S. J., Huang, P. C. & Chien, J. C. (2015). Effect of diversity on human resource management and organizational performance. Journal of Business Research, 68(4), 857-861.
  • Luksyte, A., Avery, D. R., Parker, S. K., Wang, Y., Johnson, L. U. & Crepeau, L. (2022). Age diversity in teams: Examining the impact of the least agreeable member. Journal of Organizational Behavior, 43(3), 546565.
  • Mahadeo, J. D., Soobaroyen, T. & Hanuman, V. O. (2012). Board composition and financial performance: Uncovering the effects of diversity in an emerging economy. Journal of business ethics, 105(3), 375388.
  • Marimuthu, M. (2008). Ethnic diversity on boards of directors and its implications on firm financial performance. The Journal Of International Social Research, 1(4), 431-445.
  • Marimuthu, M. & Kolandaisamy, I. (2009). Ethnic and gender diversity in boards of directors and their relevance to financial performance of Malaysian companies. Journal of Sustainable Development, 2(3), 139-148.
  • Maznevski, J. J. & Distefano, M. L. (2000). Creating value with diverse teams in global management. Organizational dynamics, 29(1), 45-63.
  • Miller, T. & del Carmen Triana, M. (2009). Demographic diversity in the boardroom: Mediators of the board diversity–firm performance relationship. Journal of Management Studies, 46(5), 755-786.
  • Milliken, F. J. & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of management review, 21(2), 402-433.
  • Mor Barak, M. E. (2015). Inclusion is the key to diversity management, but what is inclusion? Human Service Organizations: Management, Leadership & Governance, 39(2), 83-88.
  • Mothe, C. & Nguyen-Thi, T. U. (2021). Does age diversity boost technological innovation? Exploring the moderating role of HR practices. European Management Journal, 39(6), 829-843.
  • Ng, E. S. & Sears, G. J. (2012). CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age. Journal of business ethics, 105(1), 41-52.
  • Nguyen, H. & Faff, R. (2007). Impact of board size and board diversity on firm value: Australian evidence. Corporate ownership and control, 24-32.
  • Njide, M. M., Onodugo, V. A. & Agbeze, E. K. (2018). Impact of ethnic diversity on team performance in federal Health institutions in South East Nigeria. International Journal of Business and Entrepreneurship Research, 11(4), 13-28.
  • Orazalin, N. & Baydauletov, M. (2020). Corporate social responsibility strategy and corporate environmental and social performance: The moderating role of board gender diversity. Corporate Social Responsibility and Environmental Management, 27(4), 1664-1676.
  • Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
  • Perryman, A. A., Fernando, G. D. & Tripathy, A. (2016). Do gender differences persist? An examination of gender diversity on firm performance, risk, and executive compensation. Journal of Business Research, 69(2), 579-586.
  • Pitts, D. W. (2005). Diversity, representation, and performance: Evidence about race and ethnicity in public organizations. Journal of Public Administration Research and Theory, 15(4), 615-631.
  • Pitts, D. W. & Jarry, E. M. (2009). Getting to know you: Ethnic diversity, time and performance in public organizations. Public administration, 87(3), 503-518.
  • Pollitt, D. (2006). Bradford and Bingley audit age diversity in the workplace. Human Resource International Digest, 14(6), 27-28.
  • Rasul, I. & Rogger, D. (2015). The impact of ethnic diversity in bureaucracies: Evidence from the Nigerian civil service. American Economic Review, 105(5), 457-61.
  • Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
  • Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
  • Richard, O. C., Barnett, T., Dwyer, S. & Chadwick, K. (2004). Cultural diversity in management, firm performance, and the moderating role of entrepreneurial orientation dimensions. Academy of management journal, 47(2), 255-266.
  • Richard, O. C., Roh, H. & Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter? Human Resource Management, 52(2), 215-242.
  • Richard, O. C., Triana, M. D. & Li, M. (2021). The effects of racial diversity congruence between upper management and lower management on firm productivity. Academy of Management Journal, 64(5), 5- 1382.
  • Richard, O., McMillan, A., Chadwick, K. & Dwyer, S. (2003). Employing an innovation strategy in racially diverse workforces: Effects on firm performance. Group & Organization Management, 28(1), 107-126.
  • Richard, P. J., Devinney, T. M., Yip, G. S. & Johnson, G. (2009). Measuring organizational performance: Towards methodological best practice. Journal of Management, 35(3), 718-804.
  • Roberson, Q. M. & Park, H. J. (2004). Diversity Reputation And Leadership Diversity As Sources Of Competitive Advantage In Organizations. In Academy Of Management Proceedings. vol. 2004, no. 1, pp. F1-F6. Briarcliff Manor, NY 10510: Academy of Management.
  • Roberson, Q. M. & Park, H. J. (2007). Examining the link between diversity and firm performance: The effects of diversity reputation and leader racial diversity. Group & Organization Management, 32(5), 548568.
  • Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia economics and finance, 11, 76-85.
  • Setati, S. T., Zhuwao, S., Ngirande, H. & Ndlovu, W. (2019). Gender diversity, ethnic diversity and employee performance in a South African higher education institution. SA Journal of Human Resource Management, 17(1), 1-8.
  • Sharma, A., Moses, A. C., Borah, S. B. & Adhikary, A. (2020). Investigating the impact of workforce racial diversity on the organizational corporate social responsibility performance: An institutional logic perspective. Journal of Business Research, 107, 138-152.
  • Shrestha, P. & Parajuli, D. (2021). Impact of Workforce Diversity on Employee Performance. International Journal of Management, 12(2), 86-95.
  • Siciliano, J. I. (1996). The relationship of board member diversity to organizational performance. Journal of business ethics, 15(12), 1313-1320.
  • Simons, T., Pelled, L. H. & Smith, K. A. (1999). Making use of difference: Diversity, debate, and decision comprehensiveness in top management teams. Academy of management journal, 42(6), 662-673.
  • Singh, V. & Vinnicombe, S. (2004). Why so few women directors in top UK boardrooms? Evidence and theoretical explanations. Corporate governance: an international review, 12(4), 479-488.
  • Smulowitz, S., Becerra, M. & Mayo, M. (2019). Racial diversity and its asymmetry within and across hierarchical levels: The effects on financial performance. Human Relations, 72(10), 1671-1696.
  • Snyder, H. (2019). Literature review as a research methodology: An overview and guidelines. Journal of business research, 104, 333-339.
  • Solakoglu, M. N. & Demir, N. (2016). The role of firm characteristics on the relationship between gender diversity and firm performance. Management Decision, 54(6), 1407–1419.
  • Srikanth, K., Harvey, S. & Peterson, R. (2016). A dynamic perspective on diverse teams: Moving from the dualprocess model to a dynamic coordination-based model of diverse team performance. Academy of Management Annals, 10(1), 453-493.
  • Srinidhi, B., Gul, F. A. & Tsui, J. (2011). Female directors and earnings quality. Contemporary accounting research, 28(5), 1610-1644.
  • Syakhroza, A., Diyanty, V. & Dewo, S. A. (2021). Top management team (TMT) age diversity and firm performance: the moderating role of the effectiveness of TMT meetings. Team Performance Management: An International Journal, 27(5/6), 486-503.
  • Szatmari, B. (2021). Young stars and red giants: The moderating effect of age diversity on the relationship between the proportion of high performers and team performance. Journal of Applied Psychology.
  • Tajfel, H., Turner, J. C., Austin, W. G. & Worchel, S. (1979). An integrative theory of intergroup conflict. Organizational identity: A reader, 56(65), 9780203505984-16.
  • Talavera, O., Yin, S. & Zhang, M. (2021). Tournament incentives, age diversity and firm performance. Journal of Empirical Finance, 61, 139-162.
  • Timmerman, T. A. (2000). Racial diversity, age diversity, interdependence, and team performance. Small group research, 31(5), 592-606.
  • Vairavan, A. & Zhang, G. P. (2020). Does a diverse board matter? A mediation analysis of board racial diversity and firm performance. Corporate Governance: The international journal of business in society, 20(7), 1223-1241.
  • Verma, A. (2020). Critical review of literature on the impact of workforce diversity (specifically age, gender, and ethnic diversity) on organizational competitiveness. Asian Journal of Management, 11(1), 125130.
  • Watson, W. E., Johnson, L. & Zgourides, G. D. (2002). The influence of ethnic diversity on leadership, group process, and performance: An examination of learning teams. International Journal of Intercultural Relations, 26(1), 1-16.
  • Watson, W. E., Kumar, K. & Michaelsen, L. K. (1993). Cultural diversity's impact on interaction process and performance: Comparing homogeneous and diverse task groups. Academy of management journal, 36(3), 590-602.
  • Williams, K. Y. & O’Reilly III, C. A. (1998). Demography and Diversity in Organisations: A review of 40 years of research. Research in Organisational Behaviour, 20, 77-140.
  • Zaid, M. A., Wang, M., Adib, M., Sahyouni, A. & Abuhijleh, S. T. (2020). Boardroom nationality and gender diversity: Implications for corporate sustainability performance. Journal of Cleaner Production, 251, 119652.

Downloads

No downloads have been recorded for this article yet. Figures appear here once readers begin downloading the full text.

How to Cite

Rafaqat, S., Rafaqat, S., Rafaqat, S., & Rafaqat, D. (2022). The Impact of Workforce Diversity on Organizational Performance: A Review. Journal of Economics and Behavioral Studies, 14(2(J), 39-50. https://doi.org/10.22610/jebs.v14i2(J).3301

Share this article

License

Copyright (c) 2022 Simon Rafaqat, Sahil Rafaqat, Saoul Rafaqat, Dawood Rafaqat (Author)

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Author (s) should affirm that the material has not been published previously. It has not been submitted and it is not under consideration by any other journal. At the same time author (s) need to execute a publication permission agreement to assume the responsibility of the submitted content and any omissions and errors therein. After submission of revised paper in the light of suggestions of the reviewers, the editorial team  edits and formats manuscripts to bring uniformity and standardization in published material.

This work will be licensed under Creative Commons Attribution 4.0 International (CC BY 4.0) and under condition of the license, users are free to read, copy, remix, transform, redistribute, download, print, search or link to the full texts of articles and even build upon their work as long as they credit the author for the original work. Moreover, as per journal policy author (s) hold and retain copyrights without any restrictions.

Keywords

Section

Research Paper

Published in

Vol. 14 No. 2(J) (2022) Social Cohesion, Governance & Green Enterprise View issue contents

Published

2022-08-05

Submissions

Have research to publish? Journal of Economics and Behavioral Studies welcomes submissions.

Make a Submission