نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجوی دکتری مدیریت دولتی، گروه مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران.
2 دانشیار گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران.
3 استادیار، گروه مدیریت دولتی، واحد رامهرمز، دانشگاه آزاد اسلامی، رامهرمز، ایران.
4 دانشیار گروه مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران.
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسندگان [English]
The present study aimed to identify and explain the components of the model of antecedents and consequences of the perception of ethnic diversity in human resource management in the National Southern Oilfields Company. This study was conducted with a mixed approach (qualitative-quantitative). In the qualitative part, narrative research and focus groups were used to extract components, and in the quantitative part, structural-interpretive modeling was used to explain the relationships between components. The statistical population included university professors, managers, and human resources experts at the National Southern Oilfields Company. Using a judgmental and purposeful sampling method, 13 people were selected in the narrative research section and 15 people in the focus group. A total of 166 indices (open coding) and 23 subthemes (secondary pre-organizing themes (components) were extracted. With the help of the focus group, 6 dimensions were considered as dimensions of the model. According to the focus group, the events included: factors underlying ethnic discrimination, social factors of ethnic discrimination, and discrimination in employment approaches, and the consequences included: discrimination in human resources approaches, discrimination in organizational approaches, and discrimination in workplace approaches. and the reliability of the dimensions in the quantitative section was calculated using the Cronbach's alpha coefficient. Finally, the model was designed using interpretive structural modeling, and the levels of dimensions in the model were determined. Paying attention to the antecedents and managing the consequences of diversity perception can help promote justice, organizational solidarity, and human resource productivity in large and multi-ethnic organizations.
کلیدواژهها [English]
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