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?
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.
- 원문이 없습니다.
- 원문이 없습니다.
유료 다운로드의 경우 해당 사이트의 정책에 따라 신규 회원가입, 로그인, 유료 구매 등이 필요할 수 있습니다. 해당 사이트에서 발생하는 귀하의 모든 정보활동은 NDSL의 서비스 정책과 무관합니다.
원문복사신청을 하시면, 일부 해외 인쇄학술지의 경우 외국학술지지원센터(FRIC)에서
무료 원문복사 서비스를 제공합니다.