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Diversity in Organizations:Meaning, Implications, Value?
황광선 대한지방자치학회 2016 한국지방자치연구 Vol.18 No.2
While the diversity management perspective as well as the traditional view of representative bureaucracy have their role and characteristics in understanding of diversity (Groeneveld & Van de Walle, 2010), some urge to overcome a diversity management approach and suggest a critical diversity approach (Kersten, 2000; Lorbiecki & Jack, 2000; Zanoni, Janssens, Benschop, & Nkomo, 2010), and others suggest a comprehensive view of diversity such as a multicultural environment of diversity (Pitts, 2006; Selden & Selden, 2001). This article examines these different perspectives on diversity in organizations and draws implications for diversity studies. I discuss the meaning, origins, and issues of diversity. The differences between EO and diversity perspectives are not clear-cut and the shift of understanding diversity is only partial. Moreover, empirical support for each argument is limited and mixed. These divergences originated from the complexity of link of diversity to the value of equity (or equality) and efficiency. Some see different “motivation” caused different approaches to the diversity. Recently, others found an empirical evidence that both equity and efficiency are accomplished simultaneously.
다양성관리의 실태 및 다양성관리가 조직의 성과에 미치는 영향
임희정 한국생산성학회 2010 생산성연구 Vol.24 No.3
Recently, the Korean labor force is becoming increasingly diverse. This trend can be attributed to several factors including the growing number of foreign workers due to globalization, an aging workforce as a result of low birthrate and population aging, and the increasing number of women and disabled persons entering into the labor market. This study, therefore, discusses the need for businesses to have a proper diversity management perception at the HR management level, and analyzes the current status of Korean corporations' diversity management and the effect of diversity management on organizational performance. The study population comprised foreign companies operating in Korea, top 500 Korean companies in terms of sales, and companies with more than 1000 employees, and a survey was conducted with 303 HR managers. In order to adequately determine the current status, diversity management was classified into three categories, which are diversity-friendly HR management, family-friendly management, and workplace climate for diversity. The research results show that many Korean companies have the workplace climate for diversity, while diversity-friendly HR management, and family-friendly management fell short of being satisfactory. In addition, diversity management was analyzed to have an overall positive effect on both employee's attitude such as job satisfaction and organization commitment, and on organizational subject performance such as innovation and company image. The research results clearly indicate that it is time for Korean companies to adopt a strategic approach towards diversity management in order to generate sound organizational outcomes, and diversity management practices should be actively designed and carried out from a strategic HR management point of view. 최근 들어 우리 사회가 국제화 혹은 글로벌화의 결과로써 외국인 노동력의 수적 증가,저출산·고령화로 인한 구성원의 고령화, 그리고 여성 및 장애인의 노동시장 진입의 확대등으로 인해 노동력 구성이 다양화되는 추세에 있다. 따라서 본 연구에서는 다양성관리에 관한 인식 정립의 필요성을 기업의 인적자원관리차원에서 논의하고 우리나라 기업의 다양성관리의 실태와 다양성관리가 조직성과에 미치는 영향을 분석하였다. 이를 위해 303개의 기업의 인사담당자를 대상으로 서베이를 실시하였다. 우선, 다양성관리를 다양성친화형 인사관리, 가족친화제도, 그리고 다양성수용 조직문화를 구분하여 그 실태를 파악한 결과, 우리나라 기업들이 다양성수용 조직문화는 높은 반면에 다양성친화형 인사관리와 가족친화제도의 도입은 저조한 것으로 나타났다. 그리고 다양성관리가 조직성과에 미치는 영향을 분석한 결과 다양성관리가 전반적으로 근로자의 태도인 직장만족, 조직몰입과 기업의 주관적 성과인 혁신성, 기업이미지에도 긍정적 영향을미치는 것으로 나타났다. 이러한 연구결과를 통해 이제는 우리 기업도 다양한 인적자원을 통해 조직성과를 창출하기 위해서는 다양성관리에 대한 전략적 접근이 필요하며 전략적 인적자원관리측면에서적극적으로 다양성관리가 설계되고 운영될 필요가 있다고 하겠다.
1990년대 텔레비전 방송의 다양성 분석 : 지상파방송의 프라임타임대 프로그램 다양성 변동을 중심으로
이은미 한국언론학회 2002 한국언론학보 Vol.46 No.1
During the 1990s, the structural context of broadcasting had been rapidly changed in Korea. In 1992, new commercial channel SBS was introduced, in 1995 cable broadcasting began. This study examined the relationship between program diversity, change of market structure, and viewership of television programming. For this purpose, during the 1990s program diversities of 4 network prime¬time television programings which are KBS1, KBS2, MBC, SBS were analysed. Diversity was measured by Relative Entropy. Three important findings were discovered in this study. The first was that diversity decreased as competition increased. This finding implicated that new station entry did not automatically guarantee greater diversity because of the commercial station to maximize audience size by duplicating popular program types rather than experiment with different categories. The second was that public service channel showed higher vertical diversity than did commercial channel. KBS2 topped, SBS showed the lowest diversity value. When it came to contributions to overall diversity of the national TV broadcasting system, public service channels provided substantial contributions to overall diversity, while commercials channels reduced overall diversity. KBS1, KBS2 gave positive contributions to the diversity of the TV system as a whole, SBS seemed to have reduced the overall Relative Entropy of the system during the 1990s. MBC slightly tended to reduce system diversity. The third was that the average audience rating for prime-time was negatively related the vertical diversity. This relation was significant after eliminating variance mediated by channel types. This result explained that commercial channel attempting to maximize audience size tended to stick to several popular program types. for example, drama. variety show, comedy and so on, which resulted in low diversity. 본 연구는 지난 10년 동안의 방송시장의 변화와 지상파방송의 편성다양성 추이와의 관계를 분석하여 90년대 지상방송의 질적 변화를 가늠하고자 하였다. 이를 위해 10년 동안 KBS1, KBS2, MBC, SBS 4개 채널의 프라임타임대 편성다양성 지수를 구하여 비교분석하였다. 분석결과 다양성 지수는 10년 동안 전반적인 하향곡선을 그리고 있으며, 상반기에 비해 하반기의 다양성 지수가 월등히 낮았다. 특히 민방 도입시기인 92년과 케이블 도입시기인 95년을 기점으로 감소를 보여, 방송시장의 경쟁이 심화될수록 다양성이 감소됨을 알 수 있었다. 10년간 채널별 다양성 차이를 분석한 결과 공영과 상업방송의 현격한 차이를 볼 수 있었다. 다양성은 4개 채널 가운데 KBS2가 가장 높았고, SBS가 가장 낮았으며, 전체 다양성에 각 채널의 기여도를 분석한 결과 KBS1과 KBS2는 전체 다양성을 높이는 데 기여를 한 반면, SBS와 MBC는 전체 다양성을 떨어뜨리는 역할을 하였다. 공영방송과 민영방송의 다양성 차이는 다양성과 시청률 간의 관계가 부적 관계를 보인다는 사실에서도 설명되었다.
이종건(Jong-Keon Lee),김명희(Myung-Hui Kim),성상현(Sanghyeon Sung) 한국인사조직학회 2012 인사조직연구 Vol.20 No.2
본 연구는 다양성이 팀 성과에 미치는 영향과 이들 두 변인 간 관계에서 팀 목표 의존이 갖는 조절효과를 분석하였다. 팀 구성의 다양성이 갖는 대표적인 세 가지 측면인 인구통계학적 차이, 정보지식 차이, 가치관 차이가 미치는 영향을 분석하고자 연령, 경력 및 교육배경, 가치관을 사용하였고, 팀 성과는 팀 만족, 팀 몰입, 팀 응집성, 팀의 창의적 행동을 분석하였다. 실증분석은 기업의 실제 팀 58개에 소속된 599명으로부터 수집한 자료를 사용하였다. 분석 결과, 다양성은 팀 성과에 부분적으로 유의한 영향을 미치는 것으로 밝혀졌다. 연령다양성은 팀의 창의적 행동에 대하여 정(+)의 미치는 반면, 교육배경 다양성은 팀의 창의적 행동 및 팀 응집성에 대하여 부(-)의 영향을 미치는 것으로 나타났다. 가치관 다양성은 팀 만족, 팀 몰입, 팀 응집성에 대하여 부(-)의 영향을 미치는 것으로 나타났다. 그리고 팀 목표의 상호의존은 다양성-팀 성과 간 관계를 부분적으로 조절하였다. 팀 목표의 상호의존은 교육배경 다양성- 팀 몰입 관계, 가치 다양성-팀 몰입 관계, 그리고 경력 다양성-팀 응집성 관계를 긍정적으로 조절하는 것으로 나타났다. 마지막으로, 연구결과에 대한 이론적·실무적 시사점에 대하여 논의하였다. Due to the increase of economic activities by women, employment flexibility, task diversity, and globalization, human resources in current enterprises have become increasingly diverse. Workforce diversity is related to enriched perspectives, skills, and insights, which in turn increase the group’s creativity and problem-solving capabilities. In contrast, the process of categorizing similar in-group members and dissimilar out-group members on the basis of similarity and differences between team members causes conflict within group processes. As a result, effective management of diversity has become an essential part of gaining a sustainable competitive advantage through the diverse workforce. Despite long interests in diversity management, it is not clear yet how various types of diversity influence group processes and what effective management is on diversity. Most research on diversity are overly inconsistent. In particular, most studies on workforce diversity are conducted in Western enterprises where sources of workforce diversity are much more diverse than Asian companies in terms of race, nationality, gender orientation, individuality, etc. Moreover, since culture and structure of Asian and Western companies stand apart, questions are raised whether effects of work team diversity are the same in different organizational contexts. Thus, this study explores the effects of various types of diversity in Korean firms and the moderating role of team goal interdependence. The purpose of this study was to examine the effects of diversity on team outcomes and moderating effects of perceived team goal interdependence on the diversity-team performance relationship. Based on the literature review, we propose: Hypothesis 1. Age diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and positively related to (d) teams creative behavior. Hypothesis 2. Career diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and positively related to (d) team creative behavior. Hypothesis 3. Educational background diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and positively related to (d) team creative behavior. Hypothesis 4. Values diversity will be negatively related to (a) team satisfaction, (b) team commitment, (c) team cohesion, and (d) team creative behavior. Hypothesis 5. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team satisfaction. Hypothesis 6. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team commitment. Hypothesis 7. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team cohesion. Hypothesis 8. The interaction of team perceived goal interdependence and (a) age diversity, (b) career diversity, (c) educational background diversity, and (d) values diversity will be positively related to team creative behavior. To test the hypotheses, we collected questionnaires from 559 team members from 58 work teams in a Korean conglomerate. Four variables were used to measure team diversity: age, career, educational background, and values. To measure the context effects, perceived goal interdependence was introduced as the moderating variable. Team outcomes included four variables: team commitment, team satisfaction, team cohesion, and team creative behavior. Also, the study controlled two variables that might affect the hypothesized relationships, team size and the length of service of team members.
Diversity in Organizations : Meaning, Implications, Value?
Kwangseon Hwang 대한지방자치학회 2016 한국지방자치연구 Vol.18 No.2
공공부문에서의 다양성 관리에 대한 관점은 여러 이론적 틀 안에서 발달되어 왔다. 일부 학계에서는 다양성 관리 접근법을 넘어서는 “비판적 다양성 접근법”을 제시하기도 하고, 어떤 학자들은 포괄적 관점으로서의 “다문화 환경 다양성”을 제시하기도 한 바 있다. 본 논문은 이러한 다양성 관리 부문에서의 다양한 관점을 조직관점에서 보다 나은 이해를시도하고자 한다. 의미, 취지, 다양성의 이슈 등의 관점에서 학문적으로 발달되어 온 다양성 관리에 논의를 살펴보고 논의의 차이 및 특징을 분석한다. 선행연구 및 최신 다양성 관리 문헌 분석에 따르면, EQUAL OPPORTUNITIES (동등 기회) 관점과 다양성 관리 관점의 경계는 모호하고 다양성 이해의 변화를 위한 학문적 시도는 제한적인 것으로 평가된다. 실증연구들도 이러한 제한성을 뒷받침하고 있다. 이러한 간극은 ‘평등’과 ‘효율성’의 가치연결의 복잡성에서 기인하는 것으로 보인다. While the diversity management perspective as well as the traditional view of representative bureaucracy have their role and characteristics in understanding of diversity (Groeneveld & Van de Walle, 2010), some urge to overcome a diversity management approach and suggest a critical diversity approach (Kersten, 2000; Lorbiecki & Jack, 2000; Zanoni, Janssens, Benschop, & Nkomo, 2010), and others suggest a comprehensive view of diversity such as a multicultural environment of diversity (Pitts, 2006; Selden & Selden, 2001). This article examines these different perspectives on diversity in organizations and draws implications for diversity studies. I discuss the meaning, origins, and issues of diversity. The differences between EO and diversity perspectives are not clear-cut and the shift of understanding diversity is only partial. Moreover, empirical support for each argument is limited and mixed. These divergences originated from the complexity of link of diversity to the value of equity (or equality) and efficiency. Some see different “motivation” caused different approaches to the diversity. Recently, others found an empirical evidence that both equity and efficiency are accomplished simultaneously.
Institutional Proposals for Enhancing Board Diversity in Chinese Companies
쉬창,정대 중국지역학회 2024 중국지역연구 Vol.11 No.1
Recently, environmental, social, and governance (ESG) has become a new paradigm for corporate management and investment as a global trend. In particular, the board diversity is being emphasized as a standard related to the corporate governance of ESG. In a broader sense, the board diversity includes race, gender, nationality, and sexual orientation, and in a narrow sense, the board diversity focuses on gender diversity, among which female directors are a key issue. In this regard, while some countries implement a female director quota system that forces the appointment of female directors, others implement a system that entrusts the appointment of female directors to the autonomy of companies. In general, the board of directors is a main body in a company's business decision-making, and the responsibilities of directors who are members of the board of directors are gradually expanding. Since there is an important relationship between corporate governance and sustainable growth, the issue of the board diversity has become an important concern for long-term investors. There are a number of empirical studies that say that expanding the number of female directors can improve the monitoring and supervision functions and decision-making functions of the board of directors and can improve corporate management performance through changes in corporate culture. In other words, it can be evaluated that there is a correlation between securing gender diversity and improving corporate management performance or corporate governance in the board diversity. From this point of view, in order for listed companies in China to further grow into a global company, it is necessary to pay more attention to securing the board diversity, such as expanding the number of female directors, and the Chinese government needs to strengthen policy support on the board diversity. In conclusion, the following institutional improvement measures should be taken to improve the board diversity of Chinese companies. First, it is necessary to promote policies that provide internal motivation for the board diversity for Chinese companies. For example, in most companies, it is necessary to implement policies to promote the appointment of female directors because the board diversity is insufficient. Second, it is necessary to promote policies to improve the quality of information disclosure by Chinese companies regarding the diversity of the board of directors. In addition to promoting the introduction of a mandatory disclosure system, it is necessary to develop qualitative and quantitative disclosure indicators. Third, there is a need to improve the evaluation model for the diversity of the board of directors and ESG of Chinese companies. The ESG evaluation model needs to be improved by incorporating long-term practical experience. In order not to neglect the diversity of the board of directors, it is necessary to delegate the evaluation to a more specialized institution such as the Women's Federation to summarize the experience and use it to improve the overall evaluation model. Fourth, it is necessary to establish a regular exchange platform between mainland China and Hong Kong so that companies can share and learn experiences and examples of ESG practice between companies in various aspects
Workforce Diversity: A Springboard for Employee Productivity and Customer Experience
Forbes MAKUDZA,Nevermind MUCHONGWE,Phillip DANGAISO 한국유통과학회 2020 산경연구논집 Vol.11 No.10
Purpose: The purpose of this study was to examine the differential effect of workforce diversity on employee productivity and its subsequent impact on customer experience. Research design, data and methodology: A once-off cross-sectional research design was used in this study where the Zimbabwean civil service was targeted. Randomization was used to collect 324 validated responses. The study focused on both primary (age and gender) and secondary (education and political affiliation) dimensions of workforce diversity. Results: The results were confirmatory that workforce diversity is a significant predictor of employee productivity (β = 0.668, P < 0.05), at the same time employee productivity holds explanation to customer experience by 37%. Results also revealed that gender diversity, educational diversity and political diversity were significant determinants of workforce diversity (P < 0.05). However, the study established that age diversity was not a significant factor in enhancing employee productivity (P > 0.05). Conclusions: The study concluded that workforce diversity is a powerful tool in enhancing both customer experience and employee productivity. As such, the latter can be augmented through shrewd workforce diversity practices as championed by management. To that end, the study recommends the development of a workforce diversity framework which promotes inclusivity.
김문주(Moon Joo Kim) 한국경영학회 2014 경영학연구 Vol.43 No.3
The current study is based upon the fact that the Korean workforce tends to be more diverse with respect to a number of different demographic and informational attributes such as functional background, educational background, gender, age, and so forth. This means that employees with diverse backgrounds and diverse characteristics have filled in various position and roles in organization. Another structural change that has occurred with workforce diversity is the proliferation of team system. Teams, as the site where the members of an organization regularly work and communicate together to accomplish tasks and common goals, are also a prime subject for a direct investigation of the effects of diversity. Even though there has been a growing research interest in the effect of diversity on team performance, the findings have been very inconclusive and mixed. In order to identify the effect of diversity and its positive or negative potential in Korean organizations, this empirical research for 84 teams from 3 different major industries investigates how task-related diversity and personal-related diversity affect team learning which is inevitable and critical for team performance due to increasing teamwork. This study also draws research attention to two mechanisms of learning which are knowledge sharing as a single loop learning and dialogue as a double loop learning on the team level. The theory postulates that taskrelated diversity(i.e., functional background and educational background) produces positive effects on team learning by incorporating various ideas and perspectives for problem solving and innovation, whereas personal-related diversity (i.e., gender and age) and education level diversity dampen team learning due to status differentiation and the lack of communication. This study also proposes the convergence mechanism of diversity, which is mobilized by team tenure and functional background diversity. As a result, contrary to the prediction, functional background diversity solely has a positive effect on knowledge sharing learning and dialogue learning. Further, functional background diversity plays the convergence mechanism enough to override the negative effect of educational background diversity and education level diversity. And I also identified the moderation effect of team tenure for gender diversity and age diversity. Team tenure mitigates negative effect of gender and age diversity and thus utilizes diversity`s positive potential. In conclusion, we need to understand the processes through which and the conditions under which diversity may bring high team learning. I also discuss theoretical contributions and managerial implications of confirming and disconfirming findings in detail.
성별 다양성과 자발적 이직: 다양성의 새로운 추정에 관한 논의
안선민,이수영 한국행정학회 2018 한국행정학보 Vol.52 No.4
This paper intends to compensate for two limitations of diversity researches. The first limitation we found is that although previous studies have tried to explain why diversity has negative impacts on organizations in terms of conflicts or distrust between groups, this has not been well proven with empirical analysis. The other limitation is that the researchers have supposed a horizontal organization while estimating the diversity index, so that little interpretation about the vertical relationship in decision-making has been provided. This paper makes two attempts to rectify these weaknesses. First, we separate voluntary turnover between male and female to determine the inconsistent effects of diversity on groups. Second, we also separate diversity as horizontal(the type of diversity discussed so far) and vertical(the disparity in the proportion of females). The latter estimates the variation in the proportion of females in organizations using the coefficient of variation. As a result, it is found that horizontal diversity is positively associated with the voluntary turnover of males; its impact is reinforced when gender diversity (horizontal diversity) interacts with vertical diversity. These results provide the clue that there are conflicts or distrust between majority and minority groups. This supports not only the ideas of social identity theory and social categorization theory, but also role congruity theory, which says the dissonance between the injunctive norm and the reality about women decreases satisfaction. In contrast, neither horizontal nor vertical diversity has statistically significant effects on the voluntary turnover of females. But the relationship becomes significant when the two kinds of diversity interact. This suggests that conflict or tension between females can exist, and it indicates that the phenomenon described in role congruity theory can also exist between females. This paper proposes therefore that institutions for the retention or promotion of minorities apparently need the understanding and support of employees. 본 연구는 다양성 연구가 가진 두 가지 한계를 보완하기 위한 연구를 시행하였다. 본 연구가 판단한 선행연구의 첫 번째 한계는 다양성이 조직 효과성에 미치는 영향에 대하여 대다수의 연구는 집단 간 갈등과 불신 등을 근거로 설명하지만, 실질적으로 집단 간 상이한 행태가 나타나는지에 관한 실증분석을 시행한 경우는 많지 않다는 것이다. 또 하나의 한계는 다양성을 추정하는 과정에서 조직을 수평적인 것으로 가정하고 있어, 의사결정에 미치는 구성원의 상이한 권한에 관해 논의하지 못한다는 점이다. 본 연구는 이를 보완하기 위해, 성별 다양성에 집중하여 다양성을 ‘수평적 차이(수평적 다양성)’와 ‘수직적 격차(수직적 다양성)’로 구분하여 각 성별의 자발적 이직에 미치는 영향을 분석하였다. 분석 결과에 따르면, 수평적 다양성과 수직적 다양성이 증가할 때 남성의 자발적 이직이 증가하는 것으로 확인되며, 또한 두 변수가 상호작용할 때 그 영향은 더욱 커지는 것으로 확인되었다. 이는 사회정체성이론, 사회범주화이론 등의 주장을 지지하는 결과이며, 여성에 대해 갖는 규범과 실제가 불일치할 때 만족수준이 저하된다는 역할일치이론의 주장에도 부합한다. 이와 달리 여성의 자발적 이직은 수평적 다양성과 수직적 다양성의 주효과에 대해 통계적으로 유의한 영향을 받지 않았으나, 두 변수가 상호작용할 때에는 자발적 이직이 증가하는 것으로 확인되었다. 이는 여성 사이에서도 역할일치이론이 성립할 수 있거나 여성 관리자가 여성 직원을 지원하지 않을 가능성이 있음을 보여준다. 이를 토대로 본 연구는 소수집단의 유입과 승진을 위한 제도의 도입을 위해서는 구성원들의 이해와 협조가 선제되어야 함을 제안하였다.
Yang Mi Yeon,Kim Su Yeon,김명숙 한국유전학회 2021 Genes & Genomics Vol.43 No.12
Background Understanding the genetic diversity and distribution patterns of seaweeds species is crucial for evaluating key regions of high genetic diversity. Identifying hotspots of high intraspecifc diversity is an important step for developing conservation strategies. Grateloupia is a diverse genus of Rhodophyta, many of which are resource of numerous useful bioactive compounds; therefore, the genus is valuable target for conservation. Objective The aim of this study is to examine the genetic diversity and population structure of two Grateloupia species, Grateloupia asiatica and Grateloupia jejuensis, with the understanding of the phylogeography of the Korean genetic diversity hotspot for two species. Methods Plastid rbcL gene sequences of 134 specimens of G. asiatica and 112 specimens of G. jejuensis collected from the Korean coast were analyzed. We evaluated the number of haplotypes, genetic diversity (haplotype and nucleotide diversity), and haplotype networks of two species. Historical demographic was inferred by calculating neutrality tests and genetic differentiation was estimated using the fxation index, FST. Results Our results show that both species are generally similar in geographical distribution patterns, that is, relatively homogeneous with few haplotypes derived from the most frequent haplotype. The east coast of Korea is identifed as a ‘hotspot’ with the highest genetic diversity for both species, whereas Jeju Island is identifed as a ‘cold spot’ with the lowest genetic diversity for G. jejuensis. Analyses across most distribution ranges of the two species in Korea reveal low genetic and haplotype diversities, which could indicate that these two Grateloupia species have either experienced a historical lack of diversity or a recent reduction in diversity due to high gene fow. Conclusions The low genetic diversity values found in the present study raise considerable concern about the conservation status of these two Grateloupia species and highlight the need to locate further hotspots of genetic diversity to strengthen their resilience against further decline.