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In: Public personnel management, Band 19, Heft 3, S. 305-320
ISSN: 1945-7421
This article reports on a study of gender and race issues in the regional office of a federal agency. After setting their own research agenda of salient issues, employees completed a long, closed-ended questionnaire; a smaller sample also responded to ten open-ended questions. The results suggest that men, women, and people of color in the agency do not share a common culture of organizational life; instead, each group organizes its experience in the agency in different ways. The authors suggest that a theoretical perspective in which gender and race are viewed as cultures provides a useful framework for understanding cultural diversity in the workplace and a necessary starting point for managing a diverse workforce.
In: Advanced series in management volume 17
The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace
In: Advanced Series in Management
The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace.
In: Darden Case No. UVA-OB-0699
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In: Darden Case No. UVA-OB-0699
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In: On-line journal Modelling the New Europe: interdisciplinary studies, S. 23-35
ISSN: 2247-0514
In: Routledge research in employment relations
chapter 1 Multiculturalism -- chapter 2 Diversity in the Workforce: Facts and Figures -- chapter 3 Strategic Management of Diversity: Benefits and Challenges -- chapter 4 Diversity Management in the US, Canada, the UK and Australia: Legal and Political Analysis Diversity Management in the US: Political -- chapter 5 Diversity Management in Practice The Practice of Strategic Management of Diversity.
In: Journal of the Social Sciences, 2020
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In: Contributions in psychology Nr. 51
We match firm-corporate governance characteristics with firm-level carbon dioxide (CO2) emissions over the period 2009-2019 to study the relationship between gender diversity in the workplace and firm carbon emissions. We find that a 1 percentage point increase in the percentage of female managers within the firm leads to a 0.5% decrease in CO2 emissions. We document that this effect is statically significant, also when controlling for institutional differences caused by more patriarchal and hierarchical cultures and religions. At the same time, we show that gender diversity at the managerial level has stronger mitigating effects on climate change if females are also well-represented outside the organization, e.g. in political institutions and civil society organizations. Finally, we find that, after the Paris Agreement, firms with greater gender diversity reduced their CO2 emissions by about 5% more than firms with more male managers.
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In: Political studies: the journal of the Political Studies Association of the United Kingdom, Band 68, Heft 1, S. 207-223
ISSN: 1467-9248
The workplace is a focal point for debates about religion and public life. This article examines the question of religion at work, and how to fairly resolve the conflicts it generates. Specifically, it advocates for the use of alternative dispute resolution to address these conflicts. Alternative dispute resolution refers to a set of dispute processing methods, mainly arbitration and mediation. Unlike litigation, these procedures rely on the consent and cooperation of the parties involved. I argue that alternative dispute resolution is best conceived of as a desirable complement to the rule of law rather than a cheaper alternative. It conveys a distinctive approach to procedural fairness, which is attentive to individual circumstances, and it frames the relationship between disputants in a cooperative way. Alternative dispute resolution is thus a valuable tool for the accommodation of religious diversity in the professional world.
In: ECB Working Paper No. 2022/2650
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In: CEPR Discussion Paper No. DP17159
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