• Title, Summary, Keyword: Diversity Management

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Managing Cultural Diversity by Effective Human Resource Management of International Trade: Focus on Asian Perspectives

  • Shin, Soo Yong;Pak, Myong Sop;Cho, Sung Woo
    • The Korean Research Institute of International Commerce and Law
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    • v.56
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    • pp.101-120
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    • 2012
  • Changes in the global business environment continue at an accelerated pace. The 21st century maybe remarked, perhaps, for its hot issues on globalization and diversity. Diversity may arise in terms of ethnic, gender, age and culture. Cultural diversity out of all stands out in front in modern times as more multinational companies operate internationally resulting more people to start living abroad and work with people from different cultures. In recent years, these multinational companies realized the important roles human resource management play in international trade since cultural diversity is very influential on their work performance. A well-managed human resources will ensure organizations' success to a great extent. This paper touches the field of cultural diversity and introduces human resource management of international trade as a way to handle diversity matters faced by international organizations.

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The Effects of Diversity Management in a Deluxe Hotel on F & B Employees' Job Engagement and Organizational Commitment (특급 호텔의 다양성 관리가 식음료 종사원의 직무열의 및 조직몰입에 미치는 영향)

  • Jung, Hyo Sun;Yoon, Hyo Sil;Yoon, Hye Hyun
    • Korean journal of food and cookery science
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    • v.32 no.3
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    • pp.363-369
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    • 2016
  • Purpose: The purpose of this study was to understand the interrelationships among diversity management, employees' job engagement, and organizational commitment in a deluxe hotel. Methods: In a total of 344 F & B employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the Amos program. Results: The proposed model provided an adequate fit to the data, $x^2$=316.722 (df=112), CMIN/df=2.828, GFI=0.899, NFI=0.941, IFI=0.961, TLI=0.953, CFI=0.961, RMSEA=0.073. SEM results showed that diversity management (building cultural awareness: ${\beta}$=0.206; pragmatic management policy; ${\beta}$=0.315) had a positive and significant influence on job engagement. Also, employees' job engagement (${\beta}$=0.623) had significant positive effects on organizational commitment. Conclusion: This study shows diversity management of hotel employees and its effectiveness as well as which diversity management is needed positive attitude.

Managing workplace diversity and employees' turnover intention: The mediating role of perceived organizational support (조직 내 다양성 관리와 종업원의 이직의도: 지각된 조직후원인식의 매개효과를 중심으로)

  • Kim, Hye Kyoung;Lee, Ung Hee
    • Journal of Digital Convergence
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    • v.12 no.10
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    • pp.145-156
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    • 2014
  • The main purpose of the study was to examine the structural relationships among workplace diversity management, employees' turnover intention, and perceived organizational support in the Korean business context. The mediating effect of perceived organizational support on the relationship between workplace diversity management and turnover intention was also explored. The major findings are as follows: First, no direct relationship was found between workplace diversity management and employees' turnover intention. However, workplace diversity management positively impacted perceived organizational support. Third, perceived organizational support was found to be negatively related with employees' turnover intention. Finally, the results showed that perceived organizational support played a mediating role in the relationship between workplace diversity management and turnover intention.

Assessment and Management of Rice, Taro and Tropical Fruit Trees in Contrasting Agro-ecosystems in Vietnam

  • Hue, Nguyen Thi Ngoc;Jarvis, Devra;Sthapit, Bhuwon
    • The Korean Journal of Ecology
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    • v.27 no.1
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    • pp.21-26
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    • 2004
  • Understanding farmer household and community management of crop diversity is necessary in order to effectively strengthen the local plant genetic resources management system in Vietnam, Assessment and management for distribution of farmer's cultivars of rice, taro and tropical tree species were conducted in four different agro-ecological zones in Vietnam using participatory approaches, focus surveys, diversity fairs, agro-morphological field trials, isozyme analysis to understand why Vietnamese farmers grow diverse types of these crop cultivars, when and where these crops cultivars are grown and how farmers maintain and use them. Results showed significant differences in the extent, distribution and use pattern crop cultivars diversity in contrasting environments and between community farmer households. Seed system is an important role in the access and use of diversity in eco-geographical regions.

The Effects of Perception Levels of Diversity on Team Performance: Moderating Effects of Conflict (다양성 지각 정도가 팀의 성과에 미치는 영향: 갈등의 조절효과를 중심으로)

  • Yun, Jun Hee;Shin, Ho-Chul
    • Journal of the Korean Society for Quality Management
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    • v.41 no.2
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    • pp.289-300
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    • 2013
  • Purpose: The results of prior studies investigating main effects between diversity and team performance are neither clear nor consistent. This study seeks to provide more evidence for a direct link between these two. The present study also attempts to close a gap in the literature by examining conflict as a moderator of the relationship between diversity and team performance. Methods: As suggested by Williams and O'Reilly(1998), this study examines the effects of perception levels of three specific types of diversity (social category diversity, value diversity, and informational diversity) and two contextual moderators (task conflict and relationship conflict) on team performance. Results: The results show that perception levels of all three types of diversity are significantly related to team performance in the current sample of 313. Results also indicate that relationship conflict significantly interacted with the perception levels of diversity in relating to team performance. Results for task conflict, however, fails to support the hypothesis. Conclusion: The results suggest that the effects of diversity on team functioning depend on how diversity is perceived by team members, rather than actual diversity seen by team members. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

Board Gender Diversity and Corporate Sustainability Performance: Mediating Role of Enterprise Risk Management

  • FAKIR, A.N.M. Asaduzzaman;JUSOH, Ruzita
    • The Journal of Asian Finance, Economics, and Business
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    • v.7 no.6
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    • pp.351-363
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    • 2020
  • The objective of this paper is to explore how board gender diversity affects corporate sustainability performance. Therefore, this paper examines the direct association between board gender diversity with corporate sustainability performance and the mediation effect of enterprise risk management (ERM) on this association. The study employed a cross-sectional survey method. Data were collected from annual reports, websites, and through the questionnaires that were distributed to Chief Financial Officers (CFOs) of all the listed companies of Dhaka Stock Exchange, Bangladesh. The partial least square technique of Structural Equation Modelling (SEM) approach was employed for data analysis. The result did not find support for the direct association between board gender diversity and sustainability performance in Bangladesh context. This implies that contextual factors, such as, male-dominant board, appointment of female directors based on family ties, lack of education and expertise etc. may discount gender diversity direct influence on sustainability performance. However, the study finds strong support for the mediating role of ERM use within the corporate structure. Further analysis of indirect effect suggests that ERM use mediates the relationship of board gender diversity and sustainability performance in full. This implies that in the Bangladesh context effective use of ERM is highly recommended.

New Perspective of Radical Innovation based on Upper Echelon Theory

  • Park, Junghyun;Chung, Doohee;Shin, Jiseon
    • Proceedings of the Korea Technology Innovation Society Conference
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    • pp.651-685
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    • 2017
  • This study examines how experience diversity of chief technology officer (CTO) drives radical innovation of the firm, and the moderation effect of group attributes of top management team. Using data of 148 firms in U.S. manufacturing industries, this study finds that a CTO's diverse functional experience increases a firm radicalness, and diverse industrial experience also increases the radicalness. This study also examined the moderating effect of top management team (TMT) characteristics such as TMT size, TMT tenure, and gender composition in TMT. The positive relationship of CTO knowledge diversity and firm radicalness is weakened as TMT size or TMT tenure increased while the relationship is strengthened as gender diversity in TMT increased. These results of the analysis of firm-level radicalness provide implications for both academics and practitioners.

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The Role of ICT Enabling Diversity Management in Organization through e-HRM (조직 내 다양성 관리를 위한 ICT의 역할: e-HRM을 중심으로)

  • Kim, Moonjoo
    • Journal of the Korea Institute of Information and Communication Engineering
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    • v.22 no.9
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    • pp.1185-1190
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    • 2018
  • As a countermeasure to the increasing workforce diversity worldwide, this study addresses the need for an ICT (information communication technology) based diversity management function and identifies the role of e-HRM (electronic-human resource management), which enables this function. ICT has essential for the survival and growth of a company. And it is strategically crucial to recruit and manage a workforce efficiently that comprises individuals not only with diverse demographic backgrounds in terms of gender, race, and age, but also with diverse personal history in terms of educational background, functional background, and the number of years working at a previous job, because these are directly related to organizational performance. Based on the fact that only the organizations that utilize ICT adequately in managing diversity can gain a competitive advantage, this paper discusses the implications of ICT-based diversity management for organizations and managers.

Alliance Portfolio Diversity on Innovation Performance - the Role of Internal Capabilities of Value Creation

  • Chung, Doohee;Kim, Marco;Kang, Jina
    • Proceedings of the Korea Technology Innovation Society Conference
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    • pp.357-391
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    • 2017
  • In this study, we suggest a new perspective on the linkage between alliance portfolio diversity and innovation performance based on a contingency approach. Using a longitudinal data set on alliance portfolios and patents of 182 firms in the U.S. manufacturing industries, we examined that alliance portfolio diversity has a U-shaped relationship with firm-level innovation. Internal value creation capabilities in terms of routine and ability are found to moderate the relationship between alliance portfolio diversity and innovation performance: Organizational search routine strengthens the relationship of alliance portfolio diversity and innovation performance while technological capabilities weaken and flip the relationship.

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