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Yıl 2015, Cilt: 8 Sayı: 3, 111 - 126, 30.07.2015

Mehmet İnce , Hasan Gül Oya Korkmaz

Öz

The object of this study is both to determine the perception level of the employees on diversity management and whether the demographic variances as gender, age and marital status have difference on the employee perception about diversity management or not. So the datas obtained from the research on 73 blue and white collared employees who work at an organization in Mersin are analyzed with statistical methods. It is found out that male employees think they contribute to the diversity management more than the female employees because of their organiational values and norms, no meaningful difference between the employees’ age and educational statues on diversity management and perception level is found, but it is found out that there is only a meaningful difference on organizational values and norms about their perception level between their marital status and educational level. According to the AnovaTest results on employees’ perception level of diversity management from the point of their seniority, the subdimemsions of diversity management make no meaningful difference according to employees’ seniority, but there is a meaningful difference from the point of organizational values and norms between the employees’statutes and diversity management perception level

Anahtar Kelimeler

Diversity Perception Diversity Management

Kaynakça

  • ARMSTRONG, Claire, FLOOD, C. Patrick, GUTHRIE, P. James, LIU, Wenchuan, MACCURTAIN, Sarah ve MKAMWA, Thadeus (2010). “The Impact Of Diversity and Equality Management On Firm Performance: Beyond High Performance Work Systems”, Human Resource Management, 49(6): 977-998.
  • BOZKURT, Serdar, DOĞAN, Altan ve KARAEMİNOĞULLARI, Ayşegül (2013). “An Investigation Of Job And Career Counseling Candidates from The Perspective of Diversity Management”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15(4): 589-606.
  • BÖHM, Christina (2013). “Cultural Flexibility in ICT Projects: A New Perspective on Managing Diversity in Project Teams”, Global Journal of Flexible Systems Management, 14(2): 115-122.
  • CHOI, Sungjoo ve RAINEY, G. Hal (2010). “Managing Diversity in U.S. Federal Agencies: Effects of Diversity and Diversity Management on Employee Perceptions of Organizational Performance”, Public Administration Review, 70(1): 109-121.
  • COLE, M. Brooklyn ve SALIMATH, S. Manjula (2013). “Diversity Identity Management: An Organizational Perspective”, Journal of Business Ethics, 116: 151-161.
  • COOKE, Fang Lee ve SAINI, S. Debi (2010). “Diversity Management in India: A Study of Organizations in Different Ownership Forms and Industrial Sectors”, Human Resource Management, 49(3): 477-500.
  • EGEROVÁ, Dana (2012). “Diversity Management as a Crucial Issue of Management in 21st Century”, Problems of Management in The 21st Century, 3: 5-7.
  • HARDY, Catherine ve TOLHURST, Denise (2014). “Epistemological Beliefs and Cultural Diversity Matters in Management Education and Learning: A Critical Review and Future Directions”, Academy of Management Learning & Education, 13(2): 265-289.
  • LANGHOLZ, Marlene (2014). “The Management of Diversity in U.S. and German Higher Education”, Management Revue, 25(3): 207-226.
  • LAURING, Jakob (2013). “International Diversity Management: Global Ideals and Local Responses”, British Journal of Management, 24: 211-224.
  • LI, Cı-Rong (2014). “Top Management Team Diversity in Fostering Organizational Ambidexterity: Examining TMT Integration Mechanisms”, Innovation: Management, Policy & Practice, 16(3): 303-322.
  • MARTI´N-ALCA´ZAR, Fernando, ROMERO-FERNA´NDEZ, M. Pedro ve SA´NCHEZ-GARDEY, Gonzalo (2012). “Transforming Human Resource Management Systems to Cope With Diversity”, Journal of Business Ethics, 107: 511-531.
  • MİLENA, Jiřincová (2013). “Potential Future Managers and Their Opinion on The Issue of Diversity, Inclusion and Their Possible Use in Management”, Journal of Competitiveness, 5(2): 37-50.
  • OGUNTEBI, Joy, SHCHERBAKOVA, Maria ve WOOTEN, P. Lynn (2012). “Applying Diversity Management Concepts to Improve The Minority Educational Pipeline”, Decision Sciences Journal of Innovative Education, 10(4): 473-494.
  • OKÇU, Veysel (2014). “Relation Between Leadership Styles Of High School Administrators, Diversity Management, And Organizational Commitment Of Teachers”, International Journal of Academic Research, 6(5): 9-22.
  • POLAT, Soner (2012). “Farklılıklar Yönetimi İçin Gerekli Örgütsel Değerler”, Educational Sciences: Theory & Practice, 12(2): 1397-1418.
  • PITTS, W. David, HICKLIN, K. Alisa, HAWES, P. Daniel ve MELTON, Erin (2010). “What Drives The Implementation of Diversity Management Programs? Evidence From Public Organizations”, Journal of Public Administration Research Theory, 20(4): 867-886.
  • POPESCU, Silvia ve RUSKO, Rauno (2012). “Managing Diversity in Public Organizations”, Global Business and Management Research: An International Journal, 4(3&4): 235-247.
  • REPEČKIENĖ, Aušra, KVEDARAITĖ, Nida ve JANKAUSKIENĖ, Vaiva (2011). “Intercultural Competence as Precondition for Cultural Diversity Management”, Ekonomika Ir Vadyba, 16: 882-891.
  • QIRKO, N. Hector (2012). “Applied Anthropology and Business Diversity Management”, International Journal of Business Anthropology, 3(2): 107-129.
  • RICHARD, C. Orlando, ROH, Hyuntak ve PIEPER, R. Jenna (2013). “The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in The Managerial Ranks: Does Firm Size Matter?”, Human Resource Management, 52(2): 215-242.
  • SABHARWAL, Meghna (2014). “Is Diversity Management Sufficient? Organizational Inclusion To Further Performance”, Public Personnel Management, 43(2): 197-217.
  • SHEN, Jie, CHANDA, Ashok, D’NETTO, Brian ve MONGA, Manjit (2009). “Managing Diversity Through Human Resource Management: An International Perspective and Conceptual Framework”, The International Journal of Human Resource Management, 20(2): 235-251.
  • SONNENSCHEIN, William (1997).The Diversity Toolkit: How You can Build and Benefit From a Diverse Workforce. New York: McGraw Hill Companies.
  • SÜRGEVİL, Olca ve BUDAK, Gülay (2008). “İşletmelerin Farklılıkların Yönetimi Anlayışına Yaklaşım Tarzlarının Saptanmasına Yönelik Bir Araştırma”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(4): 65-96.
  • SÜRGEVİL, Olca (2008). “Farklılık Kavramına Ve Farklılıkların Yönetimine Temel Oluşturan Sosyo-Psikolojik Kuramlar Ve Yaklaşımlar”, Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(20): 111-124.
  • TATLİ, Ahu (2011). “A Multi-Layered Exploration of The Diversity Management Field: Diversity Discourses, Practices and Practitioners in The UK”, British Journal of Management, 22: 238-253.
  • TOZKOPARAN, Güler ve VATANSEVER, Çiğdem (2011). “Farklılıkların Yönetimi: İnsan Kaynakları Yöneticilerinin Farklılık Algısı Üzerine Bir Odak Grup Çalışması”, Akdeniz İ.İ.B.F. Dergisi, 21: 89-109.
  • WYATT-NICHOL, Heather ve ANTWI-BOASIAKO, Kwame Badu (2012). “Diversity Management: Development, Practices, and Perceptions Among State and Local Government Agencies”, Public Personnel Management, 41(4): 749-772.
  • WZIATEK-STASKO, Anna (2012). “Diversity Management as a Key Factor in The Regional Development Process”, Regional Formation And Development Studies, 8(3): 265-274.
  • WZIĄTEK-STAŚKO, A. (2013). “Diversity Management–A Tool to Improve a Metallurgic Enterprise,” Metabk, 52(1): 123-126.

ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA

Yıl 2015, Cilt: 8 Sayı: 3, 111 - 126, 30.07.2015

Mehmet İnce , Hasan Gül Oya Korkmaz

Öz

Bu çalışmada farklılıklarının yönetimi ile ilgili literatürün yanısıra çalışanların farklılıkların yönetimi ile ilgili algı düzeylerini saptamak amacıyla gerçekleştirilen araştırmadan elde edilen veri ve bulgulara yer verilmektedir. Çalışmanın amacı hem çalışanların farklılıkların yönetimi ile ilgili algı düzeylerini hem de cinsiyet, yaş, medeni durum gibi demografik değişkenlerin çalışanların farklılıkların yönetimine ilişkin algı düzeyleri üzerinde anlamlı bir farklılık meydana getirip getirmediğini belirlemektir. Bu amaçla Mersin ilinde faaliyet gösteren bir işletmede görev yapan 73 mavi ve beyaz yakalı çalışan üzerinde yapılan araştırmadan elde edilen veriler çeşitli istatistiki yöntemlerle analiz edilmiş ve değerlendirilmiştir. 

Anahtar Kelimeler: Farklılık, Demografik Değişkenler, Farklılıkların Yönetimi

Jel Kod:M10

Anahtar Kelimeler

Farklılık Algı Farklılıkların Yönetimi

Kaynakça

  • ARMSTRONG, Claire, FLOOD, C. Patrick, GUTHRIE, P. James, LIU, Wenchuan, MACCURTAIN, Sarah ve MKAMWA, Thadeus (2010). “The Impact Of Diversity and Equality Management On Firm Performance: Beyond High Performance Work Systems”, Human Resource Management, 49(6): 977-998.
  • BOZKURT, Serdar, DOĞAN, Altan ve KARAEMİNOĞULLARI, Ayşegül (2013). “An Investigation Of Job And Career Counseling Candidates from The Perspective of Diversity Management”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 15(4): 589-606.
  • BÖHM, Christina (2013). “Cultural Flexibility in ICT Projects: A New Perspective on Managing Diversity in Project Teams”, Global Journal of Flexible Systems Management, 14(2): 115-122.
  • CHOI, Sungjoo ve RAINEY, G. Hal (2010). “Managing Diversity in U.S. Federal Agencies: Effects of Diversity and Diversity Management on Employee Perceptions of Organizational Performance”, Public Administration Review, 70(1): 109-121.
  • COLE, M. Brooklyn ve SALIMATH, S. Manjula (2013). “Diversity Identity Management: An Organizational Perspective”, Journal of Business Ethics, 116: 151-161.
  • COOKE, Fang Lee ve SAINI, S. Debi (2010). “Diversity Management in India: A Study of Organizations in Different Ownership Forms and Industrial Sectors”, Human Resource Management, 49(3): 477-500.
  • EGEROVÁ, Dana (2012). “Diversity Management as a Crucial Issue of Management in 21st Century”, Problems of Management in The 21st Century, 3: 5-7.
  • HARDY, Catherine ve TOLHURST, Denise (2014). “Epistemological Beliefs and Cultural Diversity Matters in Management Education and Learning: A Critical Review and Future Directions”, Academy of Management Learning & Education, 13(2): 265-289.
  • LANGHOLZ, Marlene (2014). “The Management of Diversity in U.S. and German Higher Education”, Management Revue, 25(3): 207-226.
  • LAURING, Jakob (2013). “International Diversity Management: Global Ideals and Local Responses”, British Journal of Management, 24: 211-224.
  • LI, Cı-Rong (2014). “Top Management Team Diversity in Fostering Organizational Ambidexterity: Examining TMT Integration Mechanisms”, Innovation: Management, Policy & Practice, 16(3): 303-322.
  • MARTI´N-ALCA´ZAR, Fernando, ROMERO-FERNA´NDEZ, M. Pedro ve SA´NCHEZ-GARDEY, Gonzalo (2012). “Transforming Human Resource Management Systems to Cope With Diversity”, Journal of Business Ethics, 107: 511-531.
  • MİLENA, Jiřincová (2013). “Potential Future Managers and Their Opinion on The Issue of Diversity, Inclusion and Their Possible Use in Management”, Journal of Competitiveness, 5(2): 37-50.
  • OGUNTEBI, Joy, SHCHERBAKOVA, Maria ve WOOTEN, P. Lynn (2012). “Applying Diversity Management Concepts to Improve The Minority Educational Pipeline”, Decision Sciences Journal of Innovative Education, 10(4): 473-494.
  • OKÇU, Veysel (2014). “Relation Between Leadership Styles Of High School Administrators, Diversity Management, And Organizational Commitment Of Teachers”, International Journal of Academic Research, 6(5): 9-22.
  • POLAT, Soner (2012). “Farklılıklar Yönetimi İçin Gerekli Örgütsel Değerler”, Educational Sciences: Theory & Practice, 12(2): 1397-1418.
  • PITTS, W. David, HICKLIN, K. Alisa, HAWES, P. Daniel ve MELTON, Erin (2010). “What Drives The Implementation of Diversity Management Programs? Evidence From Public Organizations”, Journal of Public Administration Research Theory, 20(4): 867-886.
  • POPESCU, Silvia ve RUSKO, Rauno (2012). “Managing Diversity in Public Organizations”, Global Business and Management Research: An International Journal, 4(3&4): 235-247.
  • REPEČKIENĖ, Aušra, KVEDARAITĖ, Nida ve JANKAUSKIENĖ, Vaiva (2011). “Intercultural Competence as Precondition for Cultural Diversity Management”, Ekonomika Ir Vadyba, 16: 882-891.
  • QIRKO, N. Hector (2012). “Applied Anthropology and Business Diversity Management”, International Journal of Business Anthropology, 3(2): 107-129.
  • RICHARD, C. Orlando, ROH, Hyuntak ve PIEPER, R. Jenna (2013). “The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in The Managerial Ranks: Does Firm Size Matter?”, Human Resource Management, 52(2): 215-242.
  • SABHARWAL, Meghna (2014). “Is Diversity Management Sufficient? Organizational Inclusion To Further Performance”, Public Personnel Management, 43(2): 197-217.
  • SHEN, Jie, CHANDA, Ashok, D’NETTO, Brian ve MONGA, Manjit (2009). “Managing Diversity Through Human Resource Management: An International Perspective and Conceptual Framework”, The International Journal of Human Resource Management, 20(2): 235-251.
  • SONNENSCHEIN, William (1997).The Diversity Toolkit: How You can Build and Benefit From a Diverse Workforce. New York: McGraw Hill Companies.
  • SÜRGEVİL, Olca ve BUDAK, Gülay (2008). “İşletmelerin Farklılıkların Yönetimi Anlayışına Yaklaşım Tarzlarının Saptanmasına Yönelik Bir Araştırma”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(4): 65-96.
  • SÜRGEVİL, Olca (2008). “Farklılık Kavramına Ve Farklılıkların Yönetimine Temel Oluşturan Sosyo-Psikolojik Kuramlar Ve Yaklaşımlar”, Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(20): 111-124.
  • TATLİ, Ahu (2011). “A Multi-Layered Exploration of The Diversity Management Field: Diversity Discourses, Practices and Practitioners in The UK”, British Journal of Management, 22: 238-253.
  • TOZKOPARAN, Güler ve VATANSEVER, Çiğdem (2011). “Farklılıkların Yönetimi: İnsan Kaynakları Yöneticilerinin Farklılık Algısı Üzerine Bir Odak Grup Çalışması”, Akdeniz İ.İ.B.F. Dergisi, 21: 89-109.
  • WYATT-NICHOL, Heather ve ANTWI-BOASIAKO, Kwame Badu (2012). “Diversity Management: Development, Practices, and Perceptions Among State and Local Government Agencies”, Public Personnel Management, 41(4): 749-772.
  • WZIATEK-STASKO, Anna (2012). “Diversity Management as a Key Factor in The Regional Development Process”, Regional Formation And Development Studies, 8(3): 265-274.
  • WZIĄTEK-STAŚKO, A. (2013). “Diversity Management–A Tool to Improve a Metallurgic Enterprise,” Metabk, 52(1): 123-126.
Toplam 31 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Mehmet İnce

Hasan Gül Bu kişi benim

Oya Korkmaz Bu kişi benim

Yayımlanma Tarihi 30 Temmuz 2015
Yayımlandığı Sayı Yıl 2015 Cilt: 8 Sayı: 3

Kaynak Göster

APA İnce, M., Gül, H., & Korkmaz, O. (2015). ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA. Niğde Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 8(3), 111-126.
AMA İnce M, Gül H, Korkmaz O. ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. Temmuz 2015;8(3):111-126.
Chicago İnce, Mehmet, Hasan Gül, ve Oya Korkmaz. “ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA”. Niğde Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 8, sy. 3 (Temmuz 2015): 111-26.
EndNote İnce M, Gül H, Korkmaz O (01 Temmuz 2015) ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 8 3 111–126.
IEEE M. İnce, H. Gül, ve O. Korkmaz, “ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA”, Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, c. 8, sy. 3, ss. 111–126, 2015.
ISNAD İnce, Mehmet vd. “ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA”. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 8/3 (Temmuz 2015), 111-126.
JAMA İnce M, Gül H, Korkmaz O. ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2015;8:111–126.
MLA İnce, Mehmet vd. “ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA”. Niğde Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 8, sy. 3, 2015, ss. 111-26.
Vancouver İnce M, Gül H, Korkmaz O. ÇALIŞANLARIN FARKLILIKLARIN YÖNETİMİNE İLİŞKİN ALGILARINDA DEMOGRAFİK DEĞİŞKENLERİN ETKİSİ: ÖZEL SEKTÖRDE BİR ARAŞTIRMA. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi. 2015;8(3):111-26.
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