scholarly journals Diversity As I Say, Not As I Do: Organizational Authenticity and Diversity Management Effectiveness

2020 ◽  
Author(s):  
Andrew J Marcinko
Keyword(s):  
Organizational Identification ◽  
Management Practices ◽  
Turnover Intentions ◽  
Diversity Management ◽  
Experimental Methodology ◽  
Management Approach ◽  
Management Effectiveness ◽  
Employee Survey ◽  
Espoused Values

This research examines how a misalignment between an organization’s espoused values and its realized practices regarding diversity affects employees’ commitment, organizational identification, and turnover intentions. Further, it investigates whether these relationships are mediated by perceived organizational authenticity. Using an experimental methodology, Study 1 tests the interaction between an organization’s diversity management approach (espoused values) and its demographic representativeness (realized practices). In Studies 2 and 3, an intervention based on previous research involving hypocrisy and two-sided messaging is tested. In Study 4, an employee survey further supports the hypothesized mediation. These findings are relevant for any organization seeking to increase the effectiveness of its diversity management practices.

Diversity Management: A Critical Review and Agenda for the Future

2019 ◽  
pp. 105649261986802 ◽  
Author(s):  
Thomas Köllen
Keyword(s):  
Critical Review ◽  
Management Practices ◽  
Management Practice ◽  
Diversity Management ◽  
One Dimension ◽  
Management Approach ◽  
Management Research ◽  
Future Directions ◽  
Management Discourse ◽  
The Future

Although a widespread management approach, diversity management is far from being a well-defined and unambiguous one. This article outlines how this management practice emerged, and how it is enacted, and it identifies and critically discusses the two crucial areas of dissent or ambivalence within the diversity management discourse: first, the dimensionality of diversity management, and second, its legitimacy. The first issue addresses the prioritization of certain dimensions, the difficulty of clearly demarcating one dimension from another, and the unequal consideration of specific manifestations of each dimension. Taking into account the fact that everyone embodies at least one manifestation of every dimension of diversity, the aspect of intersectionality also belongs to the dimensionality of diversity. The legitimacy issue includes legitimate starting points, operating ranges, and desired outcomes of diversity management practices. The article concludes by looking toward possible future directions in diversity management research and diversity management practice.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

scholarly journals Corporate management and clinical autonomy: The ethical dilemma in mental health

1997 ◽  
Vol 20 (2) ◽  
pp. 83 ◽  
Author(s):  
Ben Nielsen ◽  
Philip Ward
Keyword(s):  
Mental Health ◽  
Health Policy ◽  
Health Services ◽  
Intellectual Capital ◽  
Management Practices ◽  
Mental Health Policy ◽  
Public Mental Health ◽  
Management Approach ◽  
Corporate Management ◽  
Clinical Autonomy

Funding constraints and management practices are increasing pressure on clinicalautonomy within Australian mental health services. The introduction of total qualitymanagement, output-based funding and changes to public mental health policy havepromoted business-like efficiency and increased control of resources. It is argued thatsuch moves significantly circumscribe the discretionary authority that mental healthprofessionals have previously enjoyed. This paper attempts to highlight the ethical andmoral tension inherent within a corporate management approach, and calls formental health services to acknowledge the value of intellectual capital, creativity andinnovation.

scholarly journals The complex concept of sustainable of diversity management

2015 ◽  
Vol 23 (5) ◽  
pp. 45-48 ◽  
Author(s):  
Simon Best ◽  
Alistair Soyode ◽  
Michael Muller-Camen ◽  
Andrew Boff
Keyword(s):  
Ethnic Minorities ◽  
Design Methodology ◽  
Management Practices ◽  
Diversity Management ◽  
Social Contacts ◽  
Television Station ◽  
Content Type ◽  
Complex Concept ◽  
Full Participation ◽  
Management Policies

Purpose – Explores the notion of sustainable diversity-management practices. Design/methodology/approach – Summarizes research into the sustainability of diversity management across four countries and provides examples of efforts to maintain high levels of diversity. Findings – Looks at the activities of Africa House, an organization that develops business links with Africa, and of Bright Entertainment Network (BEN) Television, which is a television station that caters primarily for ethnic minorities. Social implications – Highlights the complexity of diversity and so the difficulty of legislating in this area. Originality/value – Explains that employees can also stifle attempts to engage in sustainable diversity management policies. A lack of understanding of local laws or language, or through limited social contacts, can prevent full participation by employees.

Managing records and archives in a Hong Kong school: a case study

2018 ◽  
Vol 28 (2) ◽  
pp. 204-216 ◽  
Author(s):  
Eric C.K. Cheng
Keyword(s):  
Decision Making ◽  
Hong Kong ◽  
Management Practices ◽  
Management Approach ◽  
Record Management ◽  
Records Management ◽  
Top Down ◽  
Bottom Up ◽  
Content Type

Purpose This study aims to explore the principles and practices for managing records with the lens of functional analysis and knowledge management by using a case study that focuses on the experience of implementing records management at a public high school in Hong Kong. Design/methodology/approach A single case study is chosen as the research method for this paper. A series of qualitative interviews and documentary analysis were used to collect and triangulate the qualitative data. Findings The results show that the case school adopted a hybrid top-down and bottom-up approach to record management, facilitate decision-making and manage knowledge. The school adopted the taxonomy provided by the quality assurance framework as the functional classification in a digital archive in the records management system. Practical implications This study provides a set of taxonomy and a hybrid top-down and bottom-up approach to schools for ensuring that accurate information of all school activities is kept and can facilitate an effective and evidence-based, decision-making process. Social implications Identifying taxonomy and management practices for effective documentation in public schools can support planning, assist with organising the continuity of improvement plans and increase reporting and accountability to society. Originality/value This study offers a taxonomy and management approach to the literature of records management and the practices for promoting and improving records management in school.

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