Araştırma Makalesi
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Research on Determining the Impact of Employees’ Perception of Diversity Management on Job Satisfaction

Yıl 2020, Cilt: 15 Sayı: 24, 2394 - 2412, 30.04.2020
https://doi.org/10.26466/opus.639658

Öz

In today’s world, where Diversity Management is of great importance, multinational enterprises should form specific policies and organize training in order to prevent and further develop internal conflicts. This situation can provide individual development as well as an organizational opportunity for work peace and the development of the workplace atmosphere. On the other hand, job satisfaction of the employees plays an essential role in the success of service companies, and this role can also be a factor that can provide customer satisfaction and increase customer loyalty. In this context, work on ensuring job satisfaction makes management of differences more critical, especially in multinational chain enterprises. In this study, research has been conducted to determine how the activities of an international hotel chain related to the management of differences are perceived by the employees and its effects on the job satisfaction of the employees. According to the findings of the study, the said chain hotel company organizes training on the management of the differences, raises the employees' awareness about the differences, and this situation is perceived positively by the employees and has a positive effect on job satisfaction.

Kaynakça

  • Akyol Mayatürk, E. (2016). A discussion about personal characteristics of entrepreneurs in the context of culture’s impact. Business & Management Studies: An International Journal, 4(1), 63-83.
  • Barrows, C. W., ve Powers, T. (2008). Introduction to management in the hospitality industry, study guide. John Wiley & Sons.
  • Bartz, D. E., Hillman, L. W., Lehrer, S., ve Mayhugh, G. M. (1990). A model for managing workforce diversity. Management Education and Development, 21(4), 321-326.
  • Brodbeck, F. C., Frese, M., Akerblom, S., Audia, G., Bakacsi, G., Bendova, H., ve Castel, P. (2000). Cultural variation of leadership prototypes across 22 European countries. Journal of occupational and organizational psychology, 73(1), 1-29.
  • Budak, G., Mayatürk, E., ve Sürgevil, O. (2009). Expatların etkili çalışmasında insan kaynakları yönetiminin rolü. Anadolu Bil Meslek Yüksekokulu Dergisi, 13, 51-64.
  • Christensen-Hughes, J. (1992). Cultural diversity: The lesson of Toronto's hotels. The Cornell hotel and restaurant administration quarterly, 33(2), 78-87.
  • Cox, T. H., ve Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 5(3), 45-56.
  • Davis, S. K. (2008). The relationships among nurse managers’ perceptions of workplace diversity, cultural competence and job satisfaction. Ph.D. Dissertations University of California-San Francisco.
  • Day, R. (2007). Developing the multi-cultural organization: managing diversity or understanding differences?. Industrial and Commercial training, 39(4), 214-217.
  • Eroğlu, S. E., ve Çalışır, V. (2019). Diversity management in turkish enterprises. OPUS-Uluslararası Toplum Araştırmaları Dergisi, 10 (17), 2324-2336. DOI: 10.26466/opus.530350
  • Gardenswartz, L., ve Rowe, A. (1998). Why diversity matters. HR focus, 75(7), S1-S1.
  • Gordon, J. (1995). Different from what? Diversity as a performance issue. Training, 32(5), 25-32.
  • Gröschl, S. (2011). Diversity management strategies of global hotel groups: a corporate web site based exploration. International Journal of Contemporary Hospitality Management, 23(2), 224-240.
  • Gröschl, S., ve Doherty, L. (1999). Diversity management in practice. International Journal of Contemporary Hospitality Management, 11(6), 262-268.
  • Horwitz, F. M., Bowmaker-Falconer, A., ve Searll, P. (1996). Human resource development and managing diversity in South Africa. International Journal of Manpower, 17(4/5), 134-151.
  • Iles, P. (1995). Learning to work with difference. Personnel Review, 24(6), 44-60.
  • Kandola, B. (1995). Selecting for diversity. International Journal of Selection and Assessment, 3(3), 162-167.
  • Kossek, E. E., Lobel, S. A., ve Brown, J. (2006). Human resource strategies to manage workforce diversity. Handbook of workplace diversity, 53-74.
  • Kunze, F., Boehm, S. A., ve Bruch, H. (2011). Age diversity, age discrimination climate and performance consequences—a cross organizational study. Journal of organizational behavior, 32(2), 264-290.
  • Langer, E. J. (1989). Mindfulness. Addison-Wesley/Addison Wesley Longman.
  • Lawler, J. (1996). Managing diversity at work. Human Resources at Work, ed. C. Molander, Lund: Studentlitteratur, 159-185.
  • Locke, E. (1976). The nature and causes of job satisfaction. Handbook of Industrial and Organizational Psychology (p.p. 1297–1349). Editor M. D. Dunnette. Chicago: Rand McNally.
  • Madera, J. M., Dawson, M., ve Neal, J. A. (2013). Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict. International Journal of Hospitality Management, 35, 28-34.
  • Madera, J. M., Dawson, M., ve Guchait, P. (2016). Psychological diversity climate: justice, racioethnic minority status and job satisfaction. International Journal of Contemporary Hospitality Management, 28(11), 2514-2532.
  • Manoharan, A., Gross, M. J., ve Sardeshmukh, S. R. (2014). Identity-conscious vs identity-blind: Hotel managers’ use of formal and informal diversity management practices. International Journal of Hospitality Management, 41, 1-9.
  • McKay, P. F., Avery, D. R., ve Morris, M. A. (2008). Mean racial‐ethnic differences in employee sales performance: The moderating role of diversity climate. Personnel Psychology, 61(2), 349-374.
  • McLaughlin, M. E., Bell, M. P., ve Stringer, D. Y. (2004). Stigma and acceptance of persons with disabilities: Understudied aspects of workforce diversity. Group & Organization Management, 29(3), 302-333.
  • McNerney, D. (1994). The bottom-line value of diversity. HR Focus, 71(5), 22-23.
  • Nişancı, Z. N., Akyol Mayatürk, E., ve Özmutaf, N. M. (2016). Farklılıklar kapsamında davranış tarzları ve bireysel performans: beyaz ve mavi yakalı çalışan perspektifi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 23(1), 287-307.
  • Nykiel, R. A. (1997). Enhancing quality through diversity. Journal of Hospitality & Leisure Marketing, 4(4), 65-70.
  • Olsen, J. E., ve Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational behavior, 33(8), 1168-1187.
  • Ordu, A. (2016). The effects of diversity management on job satisfaction and individual performance of teachers. Educational Research and Reviews, 11(3), 105-112.
  • Parvin, M. M. ve Kabir, M. N. (2011). Factors affecting employee job satisfaction of pharmaceutical sector. Australian Journal of Business and Management Research. 1(9), 113-123
  • Pearsall, M. J., Ellis, A. P., ve Evans, J. M. (2008). Unlocking the effects of gender faultlines on team creativity: Is activation the key?. Journal of Applied Psychology, 93(1), 225.
  • Peccei, R., ve Lee, H. J. (2005). The impact of gender similarity on employee satisfaction at work: A review and re‐evaluation. Journal of Management Studies, 42(8), 1571-1592.
  • Pitts, D. (2009). Diversity management, job satisfaction, and performance: Evidence from US federal agencies. Public Administration Review, 69(2), 328-338.
  • Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
  • Ross, R., ve Schneider, R. (1992). From equality to diversity: A business case for equal opportunities.
  • Sinha, D. ve Shukla, S. K. (2013). Study of Job Satisfaction of the Employees of Private Sector Banks. International Journal of Education and Psychological Research. 2(2), 33-40.
  • Sürgevil, O. (2008). Farklılık kavramına ve farklılıkların yönetimine temel oluşturan sosyo-psikolojik kuramlar ve yaklaşımlar. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(20), 111-124.
  • Sürgevil, O. ve Budak, G. (2008). İşletmelerin farklılıkların yönetimi anlayışına yaklaşım tarzlarının saptanmasına yönelik bir araştırma. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(4), 65-96.
  • Tung, R.L. 1995. The global human resource challenge: managing diversity in international settings: Proceedings of the 10th World Congress of the International Industrial Relations Association. Washington DC. 31 May-4 June, 1995. 16-24.
  • TDK. (2011). Büyük Türkçe sözlük. Ankara: Türk Dil Kurumu.
  • Van Knippenberg, D., ve Schippers, M. C. (2007). Work group diversity. Annu. Rev. Psychol., 58, 515-541.
  • Witt, A. L., Nye, L. G. (1992). Gender and the relationship between perceived fairness of pay or promotion and job satisfaction. Journal of Applied Psychology. 77(6), 910-917.
  • Wrench, J. (2008). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Human Resource Management International Digest, 16(4).

Çalışanların Farklılıkların Yönetimi İle İlgili Algılarının İş Tatminine Etkisini Belirlemeye Yönelik Bir Araştırma

Yıl 2020, Cilt: 15 Sayı: 24, 2394 - 2412, 30.04.2020
https://doi.org/10.26466/opus.639658

Öz

Farklılıkların Yönetiminin büyük önem arz ettiği bu zamanlarda özellikle çokuluslu işletmelerin iç çatışmaları engelleyerek işletmeyi daha da ileriye taşımak ve geliştirmek için belli politikalar oluşturması ve eğitimler düzenlemesi gerekmektedir. Bu durum bireysel olarak gelişimi sağlayabileceği gibi örgütsel olarak da çalışma barışı ve işyeri atmosferinin gelişimi açısından bir fırsat ortaya koyacaktır. Öte yandan çalışanların iş tatmininin hizmet işletmelerinin başarısında önemli bir rol oynamakta ve bu rol müşterinin tatminine de sağlayabilen ve bununla birlikte müşteri bağlılığını arttıran bir faktör olabilmektedir. Bu bağlamda, iş tatmininin sağlanması ile ilgili çalışmalar, özellikle çok uluslu zincir işletmelerde farklılıkların yönetimi uygulamalarını daha önemli hale getirmektedir. Çalışmada Uluslararası bir otel zincirinin farklılıkların yönetimi ile ilgili faaliyetlerinin çalışanlar tarafından nasıl algılandığına ve bunun çalışanların iş tatminine etkilerinin belirlenmesine yönelik bir araştırma yapılmıştır. Çalışmanın bulgularına göre söz konusu zincir otel işletmesi farklılıkların yönetimi hakkında eğitimler düzenlemekte, çalışanlarını farklılıklar konusunda bilinçlendirmekte, bu durum ise çalışanlar tarafından olumlu şekilde algılanmakta ve iş tatminine de olumlu biçimde yansımaktadır.

Kaynakça

  • Akyol Mayatürk, E. (2016). A discussion about personal characteristics of entrepreneurs in the context of culture’s impact. Business & Management Studies: An International Journal, 4(1), 63-83.
  • Barrows, C. W., ve Powers, T. (2008). Introduction to management in the hospitality industry, study guide. John Wiley & Sons.
  • Bartz, D. E., Hillman, L. W., Lehrer, S., ve Mayhugh, G. M. (1990). A model for managing workforce diversity. Management Education and Development, 21(4), 321-326.
  • Brodbeck, F. C., Frese, M., Akerblom, S., Audia, G., Bakacsi, G., Bendova, H., ve Castel, P. (2000). Cultural variation of leadership prototypes across 22 European countries. Journal of occupational and organizational psychology, 73(1), 1-29.
  • Budak, G., Mayatürk, E., ve Sürgevil, O. (2009). Expatların etkili çalışmasında insan kaynakları yönetiminin rolü. Anadolu Bil Meslek Yüksekokulu Dergisi, 13, 51-64.
  • Christensen-Hughes, J. (1992). Cultural diversity: The lesson of Toronto's hotels. The Cornell hotel and restaurant administration quarterly, 33(2), 78-87.
  • Cox, T. H., ve Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 5(3), 45-56.
  • Davis, S. K. (2008). The relationships among nurse managers’ perceptions of workplace diversity, cultural competence and job satisfaction. Ph.D. Dissertations University of California-San Francisco.
  • Day, R. (2007). Developing the multi-cultural organization: managing diversity or understanding differences?. Industrial and Commercial training, 39(4), 214-217.
  • Eroğlu, S. E., ve Çalışır, V. (2019). Diversity management in turkish enterprises. OPUS-Uluslararası Toplum Araştırmaları Dergisi, 10 (17), 2324-2336. DOI: 10.26466/opus.530350
  • Gardenswartz, L., ve Rowe, A. (1998). Why diversity matters. HR focus, 75(7), S1-S1.
  • Gordon, J. (1995). Different from what? Diversity as a performance issue. Training, 32(5), 25-32.
  • Gröschl, S. (2011). Diversity management strategies of global hotel groups: a corporate web site based exploration. International Journal of Contemporary Hospitality Management, 23(2), 224-240.
  • Gröschl, S., ve Doherty, L. (1999). Diversity management in practice. International Journal of Contemporary Hospitality Management, 11(6), 262-268.
  • Horwitz, F. M., Bowmaker-Falconer, A., ve Searll, P. (1996). Human resource development and managing diversity in South Africa. International Journal of Manpower, 17(4/5), 134-151.
  • Iles, P. (1995). Learning to work with difference. Personnel Review, 24(6), 44-60.
  • Kandola, B. (1995). Selecting for diversity. International Journal of Selection and Assessment, 3(3), 162-167.
  • Kossek, E. E., Lobel, S. A., ve Brown, J. (2006). Human resource strategies to manage workforce diversity. Handbook of workplace diversity, 53-74.
  • Kunze, F., Boehm, S. A., ve Bruch, H. (2011). Age diversity, age discrimination climate and performance consequences—a cross organizational study. Journal of organizational behavior, 32(2), 264-290.
  • Langer, E. J. (1989). Mindfulness. Addison-Wesley/Addison Wesley Longman.
  • Lawler, J. (1996). Managing diversity at work. Human Resources at Work, ed. C. Molander, Lund: Studentlitteratur, 159-185.
  • Locke, E. (1976). The nature and causes of job satisfaction. Handbook of Industrial and Organizational Psychology (p.p. 1297–1349). Editor M. D. Dunnette. Chicago: Rand McNally.
  • Madera, J. M., Dawson, M., ve Neal, J. A. (2013). Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict. International Journal of Hospitality Management, 35, 28-34.
  • Madera, J. M., Dawson, M., ve Guchait, P. (2016). Psychological diversity climate: justice, racioethnic minority status and job satisfaction. International Journal of Contemporary Hospitality Management, 28(11), 2514-2532.
  • Manoharan, A., Gross, M. J., ve Sardeshmukh, S. R. (2014). Identity-conscious vs identity-blind: Hotel managers’ use of formal and informal diversity management practices. International Journal of Hospitality Management, 41, 1-9.
  • McKay, P. F., Avery, D. R., ve Morris, M. A. (2008). Mean racial‐ethnic differences in employee sales performance: The moderating role of diversity climate. Personnel Psychology, 61(2), 349-374.
  • McLaughlin, M. E., Bell, M. P., ve Stringer, D. Y. (2004). Stigma and acceptance of persons with disabilities: Understudied aspects of workforce diversity. Group & Organization Management, 29(3), 302-333.
  • McNerney, D. (1994). The bottom-line value of diversity. HR Focus, 71(5), 22-23.
  • Nişancı, Z. N., Akyol Mayatürk, E., ve Özmutaf, N. M. (2016). Farklılıklar kapsamında davranış tarzları ve bireysel performans: beyaz ve mavi yakalı çalışan perspektifi. Yönetim ve Ekonomi: Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 23(1), 287-307.
  • Nykiel, R. A. (1997). Enhancing quality through diversity. Journal of Hospitality & Leisure Marketing, 4(4), 65-70.
  • Olsen, J. E., ve Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational behavior, 33(8), 1168-1187.
  • Ordu, A. (2016). The effects of diversity management on job satisfaction and individual performance of teachers. Educational Research and Reviews, 11(3), 105-112.
  • Parvin, M. M. ve Kabir, M. N. (2011). Factors affecting employee job satisfaction of pharmaceutical sector. Australian Journal of Business and Management Research. 1(9), 113-123
  • Pearsall, M. J., Ellis, A. P., ve Evans, J. M. (2008). Unlocking the effects of gender faultlines on team creativity: Is activation the key?. Journal of Applied Psychology, 93(1), 225.
  • Peccei, R., ve Lee, H. J. (2005). The impact of gender similarity on employee satisfaction at work: A review and re‐evaluation. Journal of Management Studies, 42(8), 1571-1592.
  • Pitts, D. (2009). Diversity management, job satisfaction, and performance: Evidence from US federal agencies. Public Administration Review, 69(2), 328-338.
  • Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
  • Ross, R., ve Schneider, R. (1992). From equality to diversity: A business case for equal opportunities.
  • Sinha, D. ve Shukla, S. K. (2013). Study of Job Satisfaction of the Employees of Private Sector Banks. International Journal of Education and Psychological Research. 2(2), 33-40.
  • Sürgevil, O. (2008). Farklılık kavramına ve farklılıkların yönetimine temel oluşturan sosyo-psikolojik kuramlar ve yaklaşımlar. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(20), 111-124.
  • Sürgevil, O. ve Budak, G. (2008). İşletmelerin farklılıkların yönetimi anlayışına yaklaşım tarzlarının saptanmasına yönelik bir araştırma. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(4), 65-96.
  • Tung, R.L. 1995. The global human resource challenge: managing diversity in international settings: Proceedings of the 10th World Congress of the International Industrial Relations Association. Washington DC. 31 May-4 June, 1995. 16-24.
  • TDK. (2011). Büyük Türkçe sözlük. Ankara: Türk Dil Kurumu.
  • Van Knippenberg, D., ve Schippers, M. C. (2007). Work group diversity. Annu. Rev. Psychol., 58, 515-541.
  • Witt, A. L., Nye, L. G. (1992). Gender and the relationship between perceived fairness of pay or promotion and job satisfaction. Journal of Applied Psychology. 77(6), 910-917.
  • Wrench, J. (2008). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Human Resource Management International Digest, 16(4).
Toplam 46 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Yöneylem
Bölüm Makaleler
Yazarlar

Tuğba Saraç Bu kişi benim 0000-0003-4786-3754

Osman Almadağ Bu kişi benim

Mehmet Emre Güler 0000-0002-8689-9859

Yayımlanma Tarihi 30 Nisan 2020
Kabul Tarihi 27 Mart 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 15 Sayı: 24

Kaynak Göster

APA Saraç, T., Almadağ, O., & Güler, M. E. (2020). Çalışanların Farklılıkların Yönetimi İle İlgili Algılarının İş Tatminine Etkisini Belirlemeye Yönelik Bir Araştırma. OPUS International Journal of Society Researches, 15(24), 2394-2412. https://doi.org/10.26466/opus.639658