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Cultural intelligence and establishment of organisational diversity management practices: An upper echelons perspective
Human Resource Management Journal ( IF 5.667 ) Pub Date : 2021-08-28 , DOI: 10.1111/1748-8583.12407
Lauren A. Turner 1 , Kimberly K. Merriman 2
Affiliation  

Drawing from upper echelons theory, this study examines Chief Human Resource Officers (CHROs) level of cultural intelligence as a predictor of diversity management practices established during their tenure. We model cultural intelligence (CQ) as an individual difference that combines with functional expertise to bolster attention to diversity management. CHRO cultural intelligence is further posited to have an indirect effect on the establishment of diversity management practices through CHRO propensity for transformational leadership behaviours, in this case directed towards other TMT members to garner support for diversity management practices. We test arguments with primary and secondary data from a sample of 193 CHROs and their institutions. Findings address the call to analyse functional TMT roles and factors that impact their effectiveness, and speak to the continued evolution of CQ as a research construct. We conclude with research and practical implications at a time of heightened attention to diversity.

中文翻译:

文化智慧与组织多元化管理实践的建立:高层视角

本研究借鉴高层理论,考察了首席人力资源官 (CHRO) 的文化智力水平,作为其任职期间建立的多样​​性管理实践的预测指标。我们将文化智力 (CQ) 建模为个体差异,结合功能专长以加强对多样性管理的关注。CHRO 的文化智慧通过 CHRO 变革型领导行为的倾向进一步对多元化管理实践的建立产生间接影响,在这种情况下,针对其他 TMT 成员以获得对多元化管理实践的支持。我们使用来自 193 个 CHRO 及其机构的样本的主要和次要数据来测试论点。调查结果解决了分析功能性 TMT 角色和影响其有效性的因素的呼吁,并谈论 CQ 作为研究结构的持续发展。在高度关注多样性的时候,我们以研究和实际意义作为结束。
更新日期:2021-08-28
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