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| Tekijä: | Ven, A. H. van de (et al.) |
| Otsikko: | Organizational diversity, integration and performance |
| Lehti: | Journal of Organizational Behavior
2008 : APR, VOL. 29:3, p. 335-354 |
| Asiasana: | human resource management labour productivity health service USA |
| Vapaa asiasana: | work environment bullying |
| Kieli: | eng |
| Tiivistelmä: | This study examines how integrative methods of open communications, involvement, and conflict resolution in implementing an organizational (henceforth as: org-al.) change initiative (here as: c-init.) moderate the relationship btw. cognitive diversity among employees (as: empls.) and organization (as: org.) performance. Based on an longitudinal study of nearly 40 MHS medical clinics, it is found that the interaction of integrative methods and diversity of models for org. among empls. has a marked positive effect on clinic productivity, revenue and patient satisfaction. An important practical implication is that instead of seeking consensus on a singular vision of a strategic c-init., managers are more likely to improve org-al. performance through focusing on creating integrative methods for encouraging and learning from opposing and diverse views. |
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