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Diversity management and its organizational outcomes
Descriptive
TypeOfResource
Text
TitleInfo
(ID = T-1)
Title
Diversity management and its organizational outcomes
SubTitle
where strategic human resources management fits in
Identifier
ETD_2691
Identifier
(type = hdl)
http://hdl.rutgers.edu/1782.2/rucore10002600001.ETD.000052957
Language
LanguageTerm
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English
Genre
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theses
Subject
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(authority = RUETD)
Topic
Public Administration (SPAA)
Subject
(ID = SBJ-2);
(authority = ETD-LCSH)
Topic
Diversity in the workplace
Subject
(ID = SBJ-3);
(authority = ETD-LCSH)
Topic
Personnel management
Subject
(ID = SBJ-4);
(authority = ETD-LCSH)
Topic
Labor turnover
Abstract
(type = abstract)
The effects of workforce diversity and diversity management have received much attention in recent years. These studies share the concern that without empirical data to support their positive outcomes, workforce diversity and diversity management cannot be widely accepted by public managers. The objective of this dissertation is thus to examine the relationship between workforce diversity, diversity management and minority employee turnover rate, one of the most important organizational outcomes. With this objective, it seeks to address the following issues: 1. How does a strategic diversity management system (SDM) affect workforce diversity and minority employee turnover rate? 2. Which diversity management practices among SDM contribute to the above results? 3. How does workforce diversity affect minority employee turnover rate? 4. Does workforce diversity differ between entry-level employees and professional employees? 5. If there is such a difference between these two groups' diversity, how does this difference affect their minority employee turnover rates respectively? This dissertation also recommends applying strategic human resources management theory to diversity management. It argues that diversity management would achieve its best results when implemented as a synergetic system. Accordingly, it suggests a strategic diversity management framework and discusses its outcomes. ANOVA and regression analysis were conducted on a sample of 24 agencies in New Jersey state government. The overall findings demonstrate that agencies with better diversity management systems tend to have higher workforce diversity and lower minority turnover rate. The findings also show that diversity management practices as a whole generate positive organizational outcomes, even though some of these practices may not be effective individually. The findings indicate that there is more diversity in entry-level job positions than in professional-level positions. Moreover, at the entry level the minority employee turnover rate is negatively affected by workforce diversity, while at the professional level there is no noticeable effect on the turnover rate.
PhysicalDescription
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electronic resource
Extent
viii, 130 p. : ill.
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text/xml
Note
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Ph.D.
Note
Includes abstract
Note
Vita
Note
(type = bibliography)
Includes bibliographical references
Note
(type = statement of responsibility)
by Jia Ma
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Ma
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Jia
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author
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Jia Ma
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Riccucci
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Norma
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chair
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Norma Riccucci
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Farmbry
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Kyle
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internal member
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Advisory Committee
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Kyle Farmbry
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Thompson
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Frank
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Frank Thompson
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Schachter
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Hindy L
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outside member
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Advisory Committee
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Hindy L Schachter
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Rutgers University
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degree grantor
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Graduate School - Newark
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school
OriginInfo
DateCreated
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2010
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2010
Place
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xx
RelatedItem
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TitleInfo
Title
Rutgers University Electronic Theses and Dissertations
Identifier
(type = RULIB)
ETD
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(type = host)
TitleInfo
Title
Graduate School - Newark Electronic Theses and Dissertations
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rucore10002600001
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NjNbRU
Identifier
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doi:10.7282/T3WD40PS
Genre
(authority = ExL-Esploro)
ETD doctoral
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Rights
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The author owns the copyright to this work.
Copyright
Status
Copyright protected
Availability
Status
Open
Reason
Permission or license
RightsHolder
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(type = personal)
Name
FamilyName
Ma
GivenName
Jia
Role
Copyright Holder
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Permission or license
DateTime
2010-05-03 14:17:46
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Name
Jia Ma
Affiliation
Rutgers University. Graduate School - Newark
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License
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Author Agreement License
Detail
I hereby grant to the Rutgers University Libraries and to my school the non-exclusive right to archive, reproduce and distribute my thesis or dissertation, in whole or in part, and/or my abstract, in whole or in part, in and from an electronic format, subject to the release date subsequently stipulated in this submittal form and approved by my school. I represent and stipulate that the thesis or dissertation and its abstract are my original work, that they do not infringe or violate any rights of others, and that I make these grants as the sole owner of the rights to my thesis or dissertation and its abstract. I represent that I have obtained written permissions, when necessary, from the owner(s) of each third party copyrighted matter to be included in my thesis or dissertation and will supply copies of such upon request by my school. I acknowledge that RU ETD and my school will not distribute my thesis or dissertation or its abstract if, in their reasonable judgment, they believe all such rights have not been secured. I acknowledge that I retain ownership rights to the copyright of my work. I also retain the right to use all or part of this thesis or dissertation in future works, such as articles or books.
RightsEvent
(ID = RE-2);
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Type
Embargo
DateTime
2010-05-31
Detail
Access to this PDF has been restricted at the author's request. It will be publicly available after May 31st, 2011.
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Technical
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ETD
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application/pdf
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application/x-tar
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634880
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