جستجوی مقالات مرتبط با کلیدواژه « Diversity management » در نشریات گروه « علوم تربیتی »

Workforce diversity is an essential phenomenon in organizations. Statistics indicate a growing diversity among the workforce in Iran, particularly in terms of ethnic diversity. This study aims to examine work diversity through systematic review with an emphasis on Iranian Organizations.

This study employs the PRISMA method to review articles published on the management of diversity in organizations. Of the 140 identified Iranian and international articles, 59 relevant articles were selected. Most articles focus on gender diversity, and other causes of diversity, especially ethnic diversity, have received limited critical studies. Additionally, only a few articles address diversity management and its strategies in organizations, which represents a research gap.

The research findings explored workforce diversity in four categories: the importance of diversity management; diversity management and communication; diversity management and organizational justice; diversity management and workforce productivity.

The literature review demonstrated that workforce diversity is considered inevitable not only due to its positive organizational outcomes but also because of legal and ethical requirements in our contemporary world. Furthermore, it can be argued that the performance of diversity management at the organizational level has been overlooked. Notably, most researchers in the United States and Western European countries adopt quantitative approaches, highlighting the significance of qualitative approaches.

The purpose of this research is to design and validate a human resource diversity management model in public organizations in Razavi Khorasan Province.

The present study was conducted with a mixed-methods (qualitative-quantitative) approach. The qualitative population consisted of managers of public organizations in Razavi Khorasan, among whom 12 were selected using theoretical sampling and snowball sampling techniques, and interviews were conducted. In the quantitative part, the population included all managers of public agencies in Razavi Khorasan Province in 2021, numbering 8,936, from which a sample size of 368 was determined using stratified random sampling and Cochran's formula. Data collection tools were semi-structured interviews for the qualitative part and questionnaires for the quantitative part. For data analysis in the qualitative part, MAXQDA software was used, where categories, components were coded through open, axial, and selective coding leading to the theorizing stage.

Descriptive and inferential statistical methods were used to analyze the data obtained in the quantitative part. In the qualitative section, axial coding or 6Cs were explained, detailing the causal conditions, core category, strategy, consequences, context, and intervening conditions. In the quantitative section, the research results showed that the proposed model has an appropriate fit.

Until attention is paid to the diversity of employees, their differences, capacities, and knowledge variations, one cannot expect the necessary productivity and efficiency from employees.