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Workplace diversity, high performanc...

The University of Western Ontario (Canada).

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Workplace diversity, high performance work systems, and organizational innovation.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Workplace diversity, high performance work systems, and organizational innovation./
作者:	Yang, Yang.
面頁冊數:	179 p.
附註:	Source: Dissertation Abstracts International, Volume: 69-06, Section: A, page: 2361.
Contained By:	Dissertation Abstracts International69-06A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=NR39346
ISBN:	9780494393468

Workplace diversity, high performance work systems, and organizational innovation.
Yang, Yang.

Workplace diversity, high performance work systems, and organizational innovation. - 179 p.

Source: Dissertation Abstracts International, Volume: 69-06, Section: A, page: 2361.

Thesis (Ph.D.)--The University of Western Ontario (Canada), 2008.

Key Words. Workplace Diversity, High Performance Work Systems, Employee participation, Organizational Innovation, Workplace and Employee Survey Data, Multiple Regressions.

ISBN: 9780494393468Subjects--Topical Terms:

626628
Business Administration, Management.

Workplace diversity, high performance work systems, and organizational innovation.
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245 1 0 $a Workplace diversity, high performance work systems, and organizational innovation.
300 $a 179 p.
500 $a Source: Dissertation Abstracts International, Volume: 69-06, Section: A, page: 2361.
502 $a Thesis (Ph.D.)--The University of Western Ontario (Canada), 2008.
520 $a Key Words. Workplace Diversity, High Performance Work Systems, Employee participation, Organizational Innovation, Workplace and Employee Survey Data, Multiple Regressions.
520 $a Decades of research on workplace diversity has concluded that diversity does not inevitably yield positive results. Research has defined four factors to clarify the inconsistent findings. Specifically, the diversity-outcome link is thought to be influenced by one of the following factors: diversity management, contextual factors, types of diversity being examined, or types of outcomes under investigation. However, each of these factors alone is not sufficient to address the complex nature of diversity.
520 $a This dissertation intends to improve the current understanding of the influence of diversity on organizational outcomes by integrating these various aspects. Particular interest is paid to: the joint effects of diversity, including both gender and racioethnic diversity; management practices, specifically high performance work systems (HPWSs); and context, explicitly the level and consensus of employee participation on a new organizational outcome, organizational innovation. By integrating different streams of research, this dissertation addresses the ability to apply managerial practices effective for a traditionally homogeneous workforce to a diverse workforce and determines whether---and under what conditions---diversity can improve organizational innovation.
520 $a Using a sample of 183 large Canadian companies in the Workplace and Employee Survey dataset collected by Statistics Canada in 2001 and 2002, the study found that the proportion of non-whites had a non-linear relationship with the level of employee participation in job-involvement systems; and the proportion of women and proportion of non-whites had non-linear relationships with the consensus of employee participation in high-involvement systems, respectively. Also, the proportion of women was found to be positively associated with organizational innovation, while the proportion of non-whites had an inverted U-shaped relationship with innovation. Moreover, a combination of high-level and low-consensus (high variation) employee participation and a high proportion of non-whites could greatly improve innovation. These findings suggest that managerial practices effective for a homogeneous workforce can be suitable for a diverse workforce under certain conditions. Also, whereas increasing the proportion of women can directly enhance innovation, such is not necessarily the case with an increased proportion of non-whites; in the latter, the organizational context of involvement is crucial.
590 $a School code: 0784.
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