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Organizational justice and climate for inclusion
Personnel Review ( IF 3.3 ) Pub Date : 2020-04-10 , DOI: 10.1108/pr-10-2019-0546
Huong Le , Catrina Palmer Johnson , Yuka Fujimoto

Purpose – This article examines a climate for inclusion through the lens of organizational justice. We argue that open interpersonal contacts, the fair treatment of gender-diverse employees, and inclusive decisionmaking processes in the promotion of equitable employment practices are foundational for shaping the climate for inclusion. Design/methodology/approach – Qualitative data were collected from multi sources: focus groups with female employees (N 5 20) and interviews with male and female managers (N 5 8). Findings – In examining the similarities and differences between employees’ and managers’ perspectives, the findings revealed that, in all dimensions of a climate for inclusion, employees had more negative justice concerns than didmanagers, whilemanagers and employees had similar views on some aspects of employment practices. Research limitations/implications – This study was conducted within one university setting; therefore, the findings may not be applicable to other industries. Practical implications – This study offers managerial implications that can be developed to promote the climate for inclusion in organizations. Social implications – In order to create a fair and equitable workplace, all employees should be able to actively participate in decision-making processes and share suggestions for contextualized and fair employment practices. Originality/value – Drawing the group-value model, this study advocates the importance of justice-based organizational practices in building an inclusive organization.

中文翻译:

组织正义与包容氛围

目的–本文从组织公正的角度考察了包容的氛围。我们认为,开放的人际关系,公平对待具有性别差异的员工以及在促进公平就业实践中的包容性决策过程是塑造包容性环境的基础。设计/方法/方法–从多种来源收集定性数据:与女性员工组成的焦点小组(N 5 20)以及与男性和女性经理进行的访谈(N 5 8)。调查结果–在研究员工和经理观点之间的异同时,调查结果表明,在包容性氛围的各个方面,员工对司法公正的负面关注要比对经理的负面担忧更大,而经理和员工在就业某些方面的观点相似实践。研究的局限性/意义–这项研究是在一个大学环境中进行的;因此,调查结果可能不适用于其他行业。实际意义–这项研究提供了管理意义,可以发展为促进组织中的包容性。社会影响–为了创建一个公平公正的工作场所,所有员工都应能够积极参与决策过程,并就情境化和公平的雇佣实践分享建议。原创性/价值–绘制群体价值模型,本研究主张基于正义的组织实践在建立包容性组织中的重要性。实际意义–这项研究提供了管理意义,可以发展为促进组织中的包容性。社会影响–为了创建一个公平公正的工作场所,所有员工都应能够积极参与决策过程,并就情境化和公平的雇佣实践分享建议。原创性/价值–绘制群体价值模型,本研究提倡基于正义的组织实践在建立包容性组织中的重要性。实际意义–这项研究提供了管理意义,可以发展为促进组织中的包容性。社会影响–为了创建一个公平公正的工作场所,所有员工都应能够积极参与决策过程,并就情境化和公平的雇佣实践分享建议。原创性/价值–绘制群体价值模型,本研究提倡基于正义的组织实践在建立包容性组织中的重要性。所有员工都应能够积极参与决策过程,并就情境化和公平的雇佣实践分享建议。原创性/价值–绘制群体价值模型,本研究提倡基于正义的组织实践在建立包容性组织中的重要性。所有员工都应能够积极参与决策过程,并就情境化和公平的雇佣实践分享建议。原创性/价值–绘制群体价值模型,本研究提倡基于正义的组织实践在建立包容性组织中的重要性。
更新日期:2020-04-10
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