東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Diversity management and its organiz...

Ma, Jia.

FindBook

Google Book

Amazon

博客來

Diversity management and its organizational outcomes: Where strategic human resources management fits in.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Diversity management and its organizational outcomes: Where strategic human resources management fits in./
作者:	Ma, Jia.
面頁冊數:	139 p.
附註:	Source: Dissertation Abstracts International, Volume: 71-07, Section: A, page: 2642.
Contained By:	Dissertation Abstracts International71-07A.
標題:	Political Science, Public Administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3408900
ISBN:	9781124055039

Diversity management and its organizational outcomes: Where strategic human resources management fits in.
Ma, Jia.

Diversity management and its organizational outcomes: Where strategic human resources management fits in. - 139 p.

Source: Dissertation Abstracts International, Volume: 71-07, Section: A, page: 2642.

Thesis (Ph.D.)--Rutgers The State University of New Jersey - Newark, 2010.

The effects of workforce diversity and diversity management have received much attention in recent years. These studies share the concern that without empirical data to support their positive outcomes, workforce diversity and diversity management cannot be widely accepted by public managers.

ISBN: 9781124055039Subjects--Topical Terms:

1017438
Political Science, Public Administration.

Diversity management and its organizational outcomes: Where strategic human resources management fits in.
LDR:03145nam 2200301 4500 001 1400447
005 20111010080551.5
008 130515s2010 ||||||||||||||||| ||eng d
020 $a 9781124055039
035 $a (UMI)AAI3408900
035 $a AAI3408900
040 $a UMI $c UMI
100 1 $a Ma, Jia. $3 1679509
245 1 0 $a Diversity management and its organizational outcomes: Where strategic human resources management fits in.
300 $a 139 p.
500 $a Source: Dissertation Abstracts International, Volume: 71-07, Section: A, page: 2642.
500 $a Adviser: Norma Riccucci.
502 $a Thesis (Ph.D.)--Rutgers The State University of New Jersey - Newark, 2010.
520 $a The effects of workforce diversity and diversity management have received much attention in recent years. These studies share the concern that without empirical data to support their positive outcomes, workforce diversity and diversity management cannot be widely accepted by public managers.
520 $a The objective of this dissertation is thus to examine the relationship between workforce diversity, diversity management and minority employee turnover rate, one of the most important organizational outcomes. With this objective, it seeks to address the following issues: (1) How does a strategic diversity management system (SDM) affect workforce diversity and minority employee turnover rate? (2) Which diversity management practices among SDM contribute to the above results? (3) How does workforce diversity affect minority employee turnover rate? (4) Does workforce diversity differ between entry-level employees and professional employees? (5) If there is such a difference between these two groups' diversity, how does this difference affect their minority employee turnover rates respectively?
520 $a This dissertation also recommends applying strategic human resources management theory to diversity management. It argues that diversity management would achieve its best results when implemented as a synergetic system. Accordingly, it suggests a strategic diversity management framework and discusses its outcomes.
520 $a ANOVA and regression analysis were conducted on a sample of 24 agencies in New Jersey state government. The overall findings demonstrate that agencies with better diversity management systems tend to have higher workforce diversity and lower minority turnover rate. The findings also show that diversity management practices as a whole generate positive organizational outcomes, even though some of these practices may not be effective individually. The findings indicate that there is more diversity in entry-level job positions than in professional-level positions. Moreover, at the entry level the minority employee turnover rate is negatively affected by workforce diversity, while at the professional level there is no noticeable effect on the turnover rate.
590 $a School code: 0461.
650 4 $a Political Science, Public Administration. $3 1017438
690 $a 0617
710 2 $a Rutgers The State University of New Jersey - Newark. $b Graduate School - Newark. $3 1035419
773 0 $t Dissertation Abstracts International $g 71-07A.
790 1 0 $a Riccucci, Norma, $e advisor
790 $a 0461
791 $a Ph.D.
792 $a 2010
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3408900