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1.
This study examines the development and impact of diversity and equality management systems (DEMS). A national sample of human resource managers from 155 Canadian firms responded to surveys about their firm's diversity and equality management (DEM) practices. Cluster analysis and latent class modeling identified three distinct approaches to DEM: classical disparity DEMS showing limited development of DEM‐related practices, institutional DEMS involving complex selection mechanisms and monitoring of employment statistics, and configurational DEMS linking diversity to business strategy. Hypothesis‐testing analyses indicated that both institutional and configurational DEMS were predicted by coverage by the Canadian employment equity program, federal contractor status, and the presence of a diversity expert on staff. Only configurational DEMS was predicted by inclusion of HRM in developing business strategy. Configurational DEMS positively predicted the employment of workers with disabilities and members of visible minority groups as well as ROA. These findings support the proposition based on strategic human resource management (SHRM) theory that DEM practices should be considered as bundles and that vertical linkage to strategy is important for DEM effectiveness. As such, SHRM theory explains how managers can structure strategic responses to institutional pressures that go beyond requirements to achieve strategic goals. © 2015 Wiley Periodicals, Inc. 相似文献
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This study assesses the psychological contracts of a group of at-will employees and compares their relevant psychological contract beliefs with the terms of the controlling legal employment contract. In addition, we test specific hypotheses regarding the relationship between employers formal job security policy (employment at-will vs. good cause protection, and employee personal characteristics; equity sensitivity, organizational tenure) to 2 focal psychological contract beliefs (the employers obligation to have a good reason to discharge the employee, and the employees reciprocal obligation to have a good reason to leave his/her employer). These issues are investigated using survey data sampled from 15 diverse U.S. organizations, and independently collected information regarding organizations job security policies. The results provide evidence of a widely shared psychological contract belief that, despite explicit at-will policies, U.S. employers are highly obligated to have a good reason to discharge employees. Further, personal characteristics are more strongly related to the focal psychological contract beliefs than employer job security policies. The theoretical contribution of the study and its practical implications are discussed. 相似文献
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批评性话语分析的主要目的是揭示语言使用、意识形态和权势之间的关系。文章介绍了批评性话语分析理论,运用批评性话语分析方法,从人称代词、情态和语篇三个方面研究分析了奥巴马总统访华期间在上海科技馆做的演讲。研究结果显示:奥巴马的演讲既没有降低美利坚合众国的威望,更没有轻慢中国人的历史和文化,而是在结合中国人的处事风格和思维方式的基础上,把自己的政治和文化、经济观做了相对客观的阐释。 相似文献
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Kealeboga Maphunye 《Public Management Review》2013,15(2):297-311
Abstract This article examines women's positions at senior management levels of South Africa's civil service given its affirmative action policy that attempts to tackle women's historical marginalization in public sector organizations. It examines ‘women's empowerment', gender and race inside the public service within the context of South Africa's historical inequities within the civil service, and the post-apartheid government's attempts to correct these. It concludes that women's positions inside the civil service have improved gradually since the demise of apartheid, an initial step towards substantive equality with their male counterparts, but recognizes that much still needs to be done if women are to be represented proportionately in senior civil service positions. It argues that this might help to improve the implementation of gender sensitive programs at various policy levels. Information for this article was gathered from various sources including interviews with civil servants in selected national and provincial departments. 相似文献
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Meg Holden Andy Scerri Azadeh Hadizadeh Esfahani 《International journal of urban and regional research》2015,39(3):451-470
Large‐scale waterfront redevelopment projects, an urban development phenomenon that originated in the 1970s, are attractive to a growing suite of cities worldwide. But why? These mega‐projects are full of pitfalls, broken promises, cost overruns, disappointments and are often accused of promoting inequality. In this article, we consider the specific case of Melbourne's Docklands, which local popular opinion has roundly judged a failure despite the countervailing judgment of success in the revival of ‘liveability' of the adjacent Melbourne central business district. We use the Docklands case to illustrate the utility of a ‘critical pragmatic' framework of analysis to get behind dominant explanations of the demands of the urban growth machine and postmodern neoliberal capitalism. Without denying the existence of these dynamics, nor their hegemony, we nevertheless explicate how a critical pragmatic analysis can reveal the social dynamics driving the judgments and justifications offered by actors in urban redevelopment. A pragmatic analysis of these dynamics of argument and action at critical moments in the long process of an urban redevelopment can reveal new kinds of compromises and tests by which these projects are judged. In other words, what counts as failure and as success in the work of city building will shift, depending on what actors do and how they talk about it, and on how well these actions and justifications hold up to public challenges about the true character of a successful city. By gauging how these challenges are constituted and settled, we can better understand the evolution of the urban value proposition, and the new notion of justice grounded in urbanity that is emerging at the urban redevelopment frontier. 相似文献
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The Journal of Supply Chain Management’s 2020 Emerging Discourse Incubator hopes to stimulate the development of supply chain specific theory. Well‐executed case‐based research will always be an appropriate means for developing supply chain theory. However, this EDI seeks to highlight emerging approaches to theory building that provide alternatives to case‐based research or can be used as a source of triangulation with it. To start that discourse, this issue offers three emergent approaches. In “Theorizing Supply Chains with Qualitative Big Data and Topic Modeling,” Tima Bansal, Jury Gualandris, and Nahyun Kim explore the application of topic modeling to develop supply chain theory from qualitative textual big data evidence. Anne Touboulic, Lucy McCarthy, and Lee Matthews illustrate the use of critical engaged research to develop supply chain theory in “Re‐Imagining Supply Chain Challenges Through Critical Engaged Research.” In “A New Methodology for Supply Chain Management: Discourse Analysis and its Potential for Theoretical Advancement,” Cynthia Hardy, Vikram Bhakoo, and Steve Maguire describe the potential for discourse analysis for developing supply chain management theory. These are but a few examples of potential approaches to developing supply chain theory. We welcome submissions on additional approaches and sources of data that are used in other disciplines, but have yet to be applied in the context of developing supply chain theory, and submissions on approaches that are emergent in the social sciences, in general. JSCM welcomes submissions for this EDI through the end of 2020. 相似文献
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William I. Gorden Kjell-Ake Holmberg D. Ray Heisey 《Employee Responsibilities and Rights Journal》1994,7(2):141-160
The tension betweenneed andeffort is at the core of differing interpretations of social equality and inequality. Need-based thinking entails social and economic justice for all within the state regardless of abilities and effort. Effort-based thinking embodies distribution of material resources according to energy expended, abilities, and achievement. The Swedish model for the past five decades has sided with need-based egalitarian mindedness and increasingly has applied that criterion to the quality of working life. Accommodations were made for wealth, a managerial elite, and strong unions. Recently, the country’s overheated economy and pressures for austerity have caused a reassessment of the welfare state. 相似文献
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There is substantial research and policy interest in the relationship between firms and the natural environment, including how this relationship is influenced by regulators, international pressures, rival firms and stakeholder demands. With some exceptions, the ‘softer’ dimensions of environmental aspect management – how attitudes, beliefs and perceptions and the human factors drive corporate behaviour – have been understudied. The work that exists tends to be informal, and allows little scope for the statistical validation that is required for robust inference. This paper examines whether corporate values towards the environment affect a firm's environmental performance. It uses survey methods as well as content and discourse analyses of interview text and corporate reports and web sites to explore the links between managerial ‘mindsets’ and the environmental performance of the firms of which they are a part. Though the application is Argentina, the lessons learned can be generalized to other developing and industrialized countries. Copyright © 2006 John Wiley & Sons, Ltd and ERP Environment. 相似文献
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Paul Ikutegbe;Melanie Randle;Lynnaire Sheridan;Robert Gordon;Sara Dolnicar; 《Asia Pacific Journal of Human Resources》2024,62(1):e12377
Responding to the UN Convention on the Rights of People with Disabilities, many countries are trying to improve economic and social participation for people with disabilities. Yet, workforce participation remains substantially lower for people with disabilities than for people without disabilities. Building on a recently developed model of factors that influence mainstream employment outcomes for people with disabilities, this study utilises the social model of disability to examine the perceived relative importance of each factor and the interactions between them. We conducted 47 semi-structured interviews with people with disabilities, employers and disability employment services providers to identify eight factors that were most important in achieving successful employment outcomes: nature of the disability, disability disclosure, personal motivation, employer attitudes, job characteristics, corporate culture and climate, government support and societal attitudes. Eight interactions between the factors were also identified. Findings provide insights that can guide the implementation of structural changes to ensure better employment outcomes for people with disabilities. 相似文献
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NOEL CASTREE 《International journal of urban and regional research》2007,31(4):853-862
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边缘企业成长的关键影响因素分析 总被引：2，自引：0，他引：2
文章通过对八家创业初期属于边缘企业性质的比较知名企业案例进行内容分析,找出了在不同发展阶段影响边缘企业成长的关键要素。研究发现:在初创阶段,与企业家个人相关的一些因素发挥了关键作用,如企业家的先验经验、管理才能、雄心壮志、风险承担能力和对事业的执著;到了成长阶段,这些因素的作用逐步降低,与企业相关的因素,像组织机制、员工素质、融资能力、成本控制、运营控制成为新的关键影响因素;而市场定位、创新、品牌、服务标准化和管理规范化这五个影响因素在初创阶段和成长阶段均发挥了非常关键的作用,是边缘企业成长过程中的几个关键点。 相似文献
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Carina Schmitt 《Public Management Review》2014,16(8):1164-1183
This article examines whether the privatization of network-based utilities in developed countries leads to a retrenchment of the workforce. The panel regressions reveal, first, privatization does indeed lead to a reduction in the number of employees in the sectors concerned. Second, it is not typically the new investors themselves who implement the reduction. The downsizing takes place while the state is still the unique shareholder. Third, even though left-wing parties also implement privatization or at least not hamper, the results show that the displacement of workers is lower when left-wing parties dominate the cabinet. 相似文献
14.
人工智能在提高经济与发展效率的同时,也引起了人们对失业风险的担忧。基于就业公平的视角,本文从就业的地区公平、行业公平以及群体公平三个视角分析了人工智能时代下就业公平可能面临的挑战。研究表明,人工智能可能会加剧我国就业的地区间、行业间以及群体间的不公平。鉴于此,需加强公共就业服务均等化,发挥公共就业服务的就业支持功能,促进就业的地区公平;需增强失业保险的发展性与调剂性,发挥失业保险的就业促进功能,促进就业的行业公平;需提高就业救助的独立性与完整性,发挥就业救助的就业保护功能,促进就业的群体公平。 相似文献
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Elina Meliou;Mustafa Ozbilgin; 《Journal of Management Studies》2024,61(4):1536-1561
Studies of gender and entrepreneurship highlight the problematic emphasis of the gender equality discourse in entrepreneurship that ignores wider structural inequalities but provide a limited explanation of how the allure of this discourse is sustained. To address this lacuna, we draw on Bourdieu's theoretical ideas to theorize and demonstrate how certain women trade-off their capital endowments to compensate for gender inequality in entrepreneurship. Through an analysis of forty-nine biographical interviews with women entrepreneurs in London (UK), we show two forms that the ‘illusio’ of gender equality manifests: ‘illusio of work-life balance’, and ‘illusio of meritocracy’, and reveal how this doxic experience that escapes questioning and allows certain women to continue to play the game, entrenches the illusio of an entrepreneurial field free from gender bias. We thus illustrate the conditions of possibility and the various trade-off mechanisms through which gender inequality in entrepreneurship is reproduced or contested. 相似文献
16.
Albert Wöcke Margaret Sutherland 《International Journal of Human Resource Management》2013,24(4):528-542
This article will show the impact of employment equity legislation on the psychological employment contracts of the three main employee groupings in South African society. This study is important in that it fills the gap in the literature that identifies labour market regulations as an important shaping influence on the psychological contract. More than 500 managers from across South African industry and from all ethnic groups were surveyed to identify differences in psychological contracts and attitudes towards the social transformation regulations. We found that the legislation has impacted differentially on the three groupings mainly in terms of their loyalty to stay with their organizations, the focus on their career development in terms of the external labour market and the degree to which they felt they had been affected by the legislation. Additionally we find that the perceived linkage between job satisfaction and labour turnover is significantly weakened by labour market legislation in the case of the beneficiaries of the legislation, but that this may not be the case for those negatively affected by the legislation. The findings have significant implications for the HRM practices of multinationals operating in societies with significant labour market regulatory interventions. 相似文献
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以公共就业服务中对失业人员就业与再就业的促进为主题进行了调查研究,着眼和立足于该过程中所呈现的现实问题与多种困惑,从公共就业服务视角努力寻求鼓励与促进失业人员就业与再就业的有效措施。就公共就业服务的四种职能,通过满意度调查和相关年鉴数据的分析,以及相关工作人员的访谈,探究了目前公共就业服务对失业人员就业与再就业的促进作用。针对公共就业服务现状及鼓励失业人员就业与再就业的现实性和有效性,提出了具有可行性的就业与再就业促进措施及改善建议。 相似文献
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如何以巧妙的危机公关策略来妥善应对危机事件是企业亟待解决的问题。文章通过分析危机事件存在的主要问题和危机事件对企业危机公关的启示,研究和探讨企业应对危机公关的思路和策略。 相似文献
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后殖民主义曾在20世纪80年代后期至90年代初期取代后现代主义,一度跃居西方理论批评界,是一种带有很强解构色彩的文化批评理论,它将批评研究的中心从文本形式转移到文化政治批评上来。本文简要介绍了后殖民主义批判理论的基本概况,概述了后殖民主义理论的启示和意义,着重论述了这种研究法在新闻传播中的应用。 相似文献
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