• Title/Summary/Keyword: Diversity management

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병원간호조직의 다양성관리가 조직몰입에 미치는 영향: 다양성수용도와 긍정간호조직문화의 이중매개효과 (The Influence of Diversity Management of Nursing Organization on Organizational Commitment: Double Mediating Effect of Diversity Sensitivity Orientation and Positive Nursing Organizational Culture)

  • 전휘곤;장금성;김은아
    • 대한간호학회지
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    • 제54권3호
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    • pp.403-417
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    • 2024
  • Purpose: The aim of this study was to identify the double mediating effect of effect of diversity sensitivity orientation and positive nursing organizational culture between diversity management and organizational commitment. Methods: Participants were 245 nurses working in six tertiary hospitals located in 3 different regions. Data collection was conducted from February 13, 2023 to March 6, 2023 through online self-reported questionnaire. The data were analyzed by IBM SPSS Statistics 27 and SPSS PROCESS Macro 4.2 program. Results: The direct effect of diversity management on organizational commitment was significant (β = .21, p < .001). The indirect effect of diversity management on organization commitment was .34 (95% confidence interval [CI] = .23~.47). The double mediating effect of diversity sensitivity orientation and positive nursing organizational culture in the relationship between diversity management and organizational commitment was .02 (95% CI = .00~.05). Conclusion: Diversity sensitivity orientation and positive nursing organizational culture show double mediating effect on the relationship between diversity management and organizational commitment. Education program and human resource management strategy for enhancing diversity management, diversity sensitivity orientation and positive nursing organizational culture should be provided to improve organizational commitment, and which are needed active support of the association and nursing organization.

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

  • Shin, Soo Yong;Pak, Myong Sop;Cho, Sung Woo
    • 무역상무연구
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    • 제56권
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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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특급 호텔의 다양성 관리가 식음료 종사원의 직무열의 및 조직몰입에 미치는 영향 (The Effects of Diversity Management in a Deluxe Hotel on F & B Employees' Job Engagement and Organizational Commitment)

  • 정효선;윤효실;윤혜현
    • 한국식품조리과학회지
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    • 제32권3호
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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.

Workforce Diversity: A Springboard for Employee Productivity and Customer Experience

  • MAKUDZA, Forbes;MUCHONGWE, Nevermind;DANGAISO, Phillip
    • 산경연구논집
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    • 제11권10호
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    • pp.49-58
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    • 2020
  • Purpose: The purpose of this study was to examine the differential effect of workforce diversity on employee productivity and its subsequent impact on customer experience. Research design, data and methodology: A once-off cross-sectional research design was used in this study where the Zimbabwean civil service was targeted. Randomization was used to collect 324 validated responses. The study focused on both primary (age and gender) and secondary (education and political affiliation) dimensions of workforce diversity. Results: The results were confirmatory that workforce diversity is a significant predictor of employee productivity (β = 0.668, P < 0.05), at the same time employee productivity holds explanation to customer experience by 37%. Results also revealed that gender diversity, educational diversity and political diversity were significant determinants of workforce diversity (P < 0.05). However, the study established that age diversity was not a significant factor in enhancing employee productivity (P > 0.05). Conclusions: The study concluded that workforce diversity is a powerful tool in enhancing both customer experience and employee productivity. As such, the latter can be augmented through shrewd workforce diversity practices as championed by management. To that end, the study recommends the development of a workforce diversity framework which promotes inclusivity.

Gender Diversity, Institutional Ownership and Earning Management: Case on Distribution Industry in Indonesia

  • ZUBAIDAH, Siti;IRAWAN, Dwi;SUMARWIJAYA, Sumarwijaya;WIDYASTUTI, Aviani;ARISANTI, Ike
    • 유통과학연구
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    • 제19권11호
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    • pp.17-25
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    • 2021
  • Purpose: This study aims to examine the effect of gender diversity and institutional ownership on earnings management in distribution industry sub-sector companies listed on the Indonesia Stock Exchange in 2017-2018. Research design, data and methodology: This research is case study research, where the population in this study are all distribution sub-sector companies listed on the IDX in 2017-2018. The sample selection technique used was purposive sampling and obtained 74 companies with the 2017-2018 research period. Multiple linear regression analysis was used in this study, using Stata 17. Results: The results of this study indicate that: 1) Gender diversity has a negative effect on earnings management. 2) Institutional ownership has a negative effect on earnings management. Conclusions: This study contributes to the agency theory where gender diversity and institutional ownership can reduce the agency conflict that the shrinkage of earnings management. These results indicate that companies in which there are female directors will reduce earnings management practices, this is due to the attitude of female directors who tend to avoid risk. The results also show that institutional ownership will also lead to reduced levels of earnings management, because institutional investors will increase its oversight of the company.

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

  • 김혜경;이웅희
    • 디지털융복합연구
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    • 제12권10호
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    • pp.145-156
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    • 2014
  • 본 연구의 주요 목적은 조직 내 다양성 관리, 종업원의 이직 의도, 그리고 지각된 조직 후원과의 구조적 관계를 살펴보는 것이다. 또한 조직 내 다양성 관리와 이직 의도 간의 관계에서 지각된 조직 후원의 매개적 역할에 대해서도 살펴보는 것이다. 연구 목적을 달성하기 위해 선행연구 리뷰와 설문지법을 이용한 실증적 분석을 실시하였으며, 연구결과 조직 내 다양성 관리와 종업원의 이직 의도와는 부(-)의 영향관계가 존재하지 않았으나, 다양성 관리가 지각된 조직 후원에는 정(+)의 영향을 미치는 것으로 나타났다. 지각된 조직 후원은 종업원의 이직 의도에 부(-)의 영향을 미치는 것으로 나타났다. 또한 지각된 조직 후원은 조직 내 다양성 관리가 종업원의 이직 의도에 미치는 영향 관계에서 매개역할을 하는 것으로 나타났다. 이러한 연구결과를 바탕으로 종업원의 이직 의도를 줄이고 최종적으로 성과 향상을 위한 방안에 대해 논의하고 시사점을 제시하였다.

A comparative study between countries on gender diversity, openness and innovation

  • JOLCHUBEKOVA, Jyldyz;KIM, Jae-Jin
    • 동아시아경상학회지
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    • 제10권1호
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    • pp.123-136
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    • 2022
  • Purpose - Diversity subject is rising globally, as the proportion of women in the workforce increased to a large extent and the variety of resources became greater. Diversity attempts have appealed more awareness to the value of female participation in various areas, notably in the boardroom and corporate governance. This study tests the relationships among gender diversity, openness, and innovation, at the firm level across countries from the MOI Survey. Research design, data, and methodology - In this study the relationships among gender diversity, openness, and innovation were investigated at the firm level across countries from the Management, Organisation, and Innovation (MOI) Survey. A cross-cultural analysis was conducted based on the empirical evidence from six countries: Germany, India, Lithuania, Poland, Romania, and Russia. Result - The results show that gender diversity is positively related to innovation performance, moreover openness is positively associated with the level of firm innovation. In addition, a company's capability to use knowledge from outside and the creation of new combinations positively influence a firm's potential to innovate. Conclusion - This study suggests that the more gender-diverse top management team and the higher openness may bring the firm's innovation with greater possibility. the paper encourages more female participation on top management on the grounds of recommending that firms with greater gender diverse top management teams.

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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    • 제27권1호
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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.

자본시장은 기업의 다양성 성과에 어떻게 반응하는가? 미국 기업 의 소수 성정체성 옹호 정책에 대한 자본시장의 기업가치 평가 간의 관계를 중심으로 (How Does The Capital Market Respond To Diversity Management? Lessons From The U.S. Firms' Valuation With Respect To Their LGBT Policies)

  • 오한나;김상준
    • 아태비즈니스연구
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    • 제14권1호
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    • pp.171-194
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    • 2023
  • Purpose - This study starts with the question of whether the capital market is likely to give positive valuations to companies that pursue diversity in their management and corporate governance structure. In this study, minority gender identity is considered as a diversity issue in management that has a socially negative perception. Design/methodology/approach - This study analyzed the relationship between corporate value in the capital market and the policies of companies that advocated minority gender identities, based on listed U.S. company data. Findings - This study finds that companies that support minority gender identities had a lower Tobin's q value than companies that did not. However, in the case of authenticity in terms of corporate governance diversity, the study finds that companies that advocate minority gender identities rather receive high firm valuation. In particular, companies with a high percentage of female directors show high corporate value even when implementing policies that support minority gender identities. Research implications or Originality - This study explores the capital market's response to diversity using past data in the U.S., but provides more practical implications for how companies should respond to a situation where an advocacy policy, based on more social recognition, for LGBT groups is established in Korea.

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

  • 윤준희;신호철
    • 품질경영학회지
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    • 제41권2호
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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.