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조직과 인사관리연구 , 2018년, pp.141 - 176   http://dx.doi.org/10.36459/jom.2018.42.4.141
본 등재정보는 저널의 등재정보를 참고하여 보여주는 베타서비스로 정확한 논문의 등재여부는 등재기관에 확인하시기 바랍니다.

성별다양성의 부정적 효과 완화 방안: 시스템에 의한 관리인가? 아니면 사람에 의한 관리인가?
A Study of the Negative Effect of Gender Diversity and Its Mitigating Solutions: The Management by System or Human?

전무경  김학수 
  • 초록

    Over the past six decades, Diversity has been at the center of a hot debate in business administration, and the diversity that has had a negative effect has been the primer of a time bomb in practice. In addition, The results that social category diversity has mostly negative effects were presented, and various management measures were proposed to mitigate it. Currently, Women 's social advancement is increasing in Korea and women' s employment in the organization is continuously increasing. Therefore, It is necessary to review the gender diversity management plan. The purpose of this study is to clarify which management method is more effective in Diversity-Friendly HRM and CEOs' Diversity Friendly Attitude as a way to mitigate the negative effects of gender diversity. In other words, This study seeks to answer the question of whether gender diversity should be managed by the system or by human. Analysis of data collected from 83 companies showed that gender diversity had a negative effect on organizational communication. and, As a result of analyzing the moderating effect of Diversity-Friendly HRM and CEOs' Diversity Friendly Attitude on the relationship between gender diversity and organizational communication, Diversity-Friendly HRM showed no moderating effect and CEOs' Diversity Friendly Attitude showed a significant moderating effect. Specifically, the higher the CEOs' Diversity Friendly Attitude, the more gender diversity had no significant effect on organizational communication. Finally, This study discusses the limitations of the study and future direction of the study, as well as the implications of the management implied by these findings.


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