Integrating Cultural Diversity into Organizational Culture for Promoting Stability in Nigerian Universities: Lessons from the University of Port Harcourt

Organizations manage the diversity in their workforces through diverse strategies. This study investigates the influence of cultural diversity on the organizational culture of University of Port Harcourt in the areas of staff recruitment, promotion, appointment, and discipline. The theory of organizational culture guided the study. The population of the study was 1,050 senior university employees, while the sample size was 135 respondents. Stratified and purposeful sampling techniques were adopted to select the respondents. Questionnaire whose validity and reliability were ascertained through content and test-retest methods were used, alongside in-depth interview for data collection. Data analysis was through frequencies, simple percentages, and content analysis. It was found that processes of staff recruitment are based on equal opportunity and individual capabilities, but often influenced by ethnicity diversity; staff promotion is based on approved criteria; staff appointment is often influenced by ethnicity and gender diversity, while staff discipline is on the basis of standard procedures. The study concludes that effective integration of cultural diversity in the processes of staff recruitment, promotion, appointment and discipline engender stability in Nigerian Universities. It recommends that efforts should be made by universities to curb political interference in critical work processes, adhere to clear-cut guidelines and select candidates on merit to curb the increasing incidence of mediocrity.