Managing Diversity in U.S. Federal Agencies: Effects of Diversity and Diversity Management on Employee Perceptions of Organizational Performance

Choi, Samjin; Rainey, Hal G.

doi:10.1111/j.1540-6210.2009.02115.x

Cited by 251 publications

(320 citation statements)

References 74 publications

Supporting

Mentioning

300

Contrasting

Unclassified

Order By: Relevance

“…The development of this phenomenon was accelerated by scholars who have successfully framed diversity in a business context (Cox, 1993;Ely & Thomas, 2001; Thomas et al, 2002). The concept has been migrating to other regions of the world (Jonsen, Özbilgin, 2014) -to become one of the most important management functions in today's diversified world.…”

Section: Review Of Literaturementioning

confidence: 99%

“…Managing diversity refers to comprehensive managerial process for developing an environment that works well for all employees, including dominant culture employees (Thomas, 1991). The goal of managing diversity, according to Cox (1993), is managing the ability of all employees to contribute to organizational goals and to achieve their full potential unhindered by differences between individuals in a group (Sia, Bhardwaj, 2009). …”

Section: Workforce Diversity Managementmentioning

confidence: 99%

“…Inclusion, as a concept, goes beyond diversity management, which remains the dominant paradigm in the field of public administration (Choi, Rainey, 2010;Kellough, Naff, 2004). Roberson (2006) empirically shows that diversity and inclusion are two different but overlapping concepts.…”

Section: Diversity Versus Inclusionmentioning

confidence: 99%

See 2 more Smart Citations

Diversity and Inclusion in the Workplace: Employee Perception and Implications for Internal Brand Management

Szymańska

Aldighieri

2017

Int. conf. adv. bus. manag. law

View full text Add to dashboard Cite

The study explores the issues connected with diversity and inclusion in the workplace and their application in internal branding. The authors draw attention to the depth of the problematics and identify the gaps in research results concerning the meaning of diversity management as a method of creating corporate image of the organization, both externally and internally.The purpose of the research is to investigate employees' perceptions on diversity in the workplace. It will develop insight into and knowledge of the current state of diversity in the workplace in Poland. Secondly, the results of the research are meant to help to accelerate the process of adapting and changing current management practices to meet the demands of a diversifying workforce. Besides, the authors investigate how diversity management can become an effective tool for internal branding as a crucial success factor.In the statistical study, the Mann-Whitney U test was used to assess differences between women and men. In the case of an independent variable related to the position held in the organization, the Kruskal-Wallis ANOVA analysis was used for comparison. In order to assess the relationship between nominal features, the Fisher's exact test -the chi-squared test was applied with the Yates's continuity correction for a 2x2 contingency table. For these tables, the contingency coefficient C of correlation was calculated. In the case of the scaled variables, to evaluate the relationship between them and the answers to the questions asked, Spearman's rank correlation coefficients were calculated.

show abstract

Section: Review Of Literaturementioning

confidence: 99%

Section: Workforce Diversity Managementmentioning

confidence: 99%

See 1 more Smart Citation

Diversity and Inclusion in the Workplace: Employee Perception and Implications for Internal Brand Management

Szymańska

Aldighieri

2017

Int. conf. adv. bus. manag. law

View full text Add to dashboard Cite

show abstract

“…In doing so, this study has a distinct point from previous studies which uses cross-sectional data for one specific year of the FHCS (e.g., Bertelli, 2007;Fernandez, 2008;Lee & Whitford, 2008;Pitts, 2009;Choi & Rainey, 2010;Choi, 2009;Rubin, 2009 …”

Section: Data Source and Samplementioning

confidence: 99%

An Inquiry into the Relationship between Employee Development and Organization Satisfaction in the Federal Sector

Sa¹,

Burns²,

Sullivan³

2014

ASS

View full text Add to dashboard Cite

This study explores the relationship between employee development and their organization satisfaction, in an effort to more fully understand how employee development contributes to an agency's success. In order to examine the empirical relationship, this study uses the 2004, 2006 data. Based on the empirical results from the ordinary least squares regression, this study finds that all dimensions of employee development have positive and significant relationships with an employee's perceived organization satisfaction. One of the interesting findings from the regression analysis is that the positive effect of having electronic access to learning and training programs on an employee's perceived organization satisfaction is the lowest among those eight dimensions of employee development. Conversely, the positive effect of having a real opportunity to improve an employee's skills on an employee's perceived organization satisfaction is higher than effects of any other dimensions of employee development.

show abstract

“…From the aspect of teaching profession, it refers to a teacher's willingness to leave the teaching profession (Liu and Onwuegbuzie, 2012) Diversity management may affect the organization and employees from different aspects. It may be that encouraging a diverse work-force and practising diversity management could lead to higher job satisfaction and lower levels of turnover intention (Choi andDickson, 2009 cited by: Hsiao, Auld ve Ma, 2015). Paré ve Tremblay (2007) revealed that human resources implementations and organizational justice variables affected turnover intention significantly.…”

Section: Extended English Abstractmentioning

confidence: 99%

The effect of diversity management on teachers’ organizational identification and turnover intention<p>Farklılıkların yönetiminin öğretmenlerin örgütsel özdeşleşmesine ve işten ayrılma niyetine etkisi

Kurtulmuş

Karabıyık

2016

HumanSciences

View full text Add to dashboard Cite

The purpose of this research is to determine whether diversity management predicts teachers' organizational identification and turnover intention level or not. The research carried out with survey model. 326 teachers who are in charge at official high schools in Diyarbakır in 2014-2015 school year constituted the sample of the study. The data of research were collected with diversity management, organizational identification and turnover intention scales. In the research, it was understood that teachers' perceptions regarding diversity management and their organizational identification levels didn't differ significantly but their turnover intention levels differed significantly according to gender variable. That teachers' perceptions concerning diversity management and their organizational identification and turnover intention levels didn't differ significantly according to union membership variable was understood. Besides, that diversity management variable predicted organizational identification and turnover intention variables significantly was seen.Keywords: Diversity, diversity management, organizational ıdentification, turnover intention.(Extended English abstract is at the end of this document) ÖzetBu araştırmanın amacı, farklılıkların yönetiminin öğretmenlerin örgütsel özdeşleşme ve işten ayrılma niyeti düzeyini yordayıp yordamadığını belirlemektir. Araştırma tarama modeliyle gerçekleştirilmiştir. Araştırmanın örneklemini 2014-2015 eğitim öğretim yılında Diyarbakır İli resmi liselerde görevli 326 öğretmen oluşturmaktadır. Araştırmanın verileri farklılıkların yönetimi, örgütsel özdeşleşme ve işten ayrılma niyeti ölçekleri ile toplanmıştır. Araştırmada, cinsiyet değişkenine göre öğretmenlerin farklılıkların yönetimine ilişkin algıları ile örgütsel özdeşleşme düzeylerinin anlamlı bir şekilde farklılaşmadığı; ancak, işten ayrılma niyeti düzeyinin anlamlı bir şekilde farklılaştığı tespit edilmiştir. Sendika üyeliği değişkenine göre öğretmenlerin farklılıkların yönetimine ilişkin algıları ile örgütsel özdeşleşme ve işten ayrılma niyeti düzeylerinin anlamlı bir şekilde farklılaşmadığı ortaya çıkmıştır. Ayrıca, farklılıkların yönetimi değişkenin örgütsel özdeşleşme değişkeni ile işten ayrılma niyeti değişkenini anlamlı bir şekilde yordadığı görülmektedir.Anahtar Kelimeler: Farklılık, farklılık yönetimi, örgütsel özdeşleşme, işten ayrılma niyeti.

show abstract

Managing Diversity in U.S. Federal Agencies: Effects of Diversity and Diversity Management on Employee Perceptions of Organizational Performance

Cited by 251 publications

References 74 publications

Diversity and Inclusion in the Workplace: Employee Perception and Implications for Internal Brand Management

Diversity and Inclusion in the Workplace: Employee Perception and Implications for Internal Brand Management

An Inquiry into the Relationship between Employee Development and Organization Satisfaction in the Federal Sector

The effect of diversity management on teachers’ organizational identification and turnover intention<p>Farklılıkların yönetiminin öğretmenlerin örgütsel özdeşleşmesine ve işten ayrılma niyetine etkisi

Contact Info

Product

Resources

About