東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Overcoming group disparities in perf...

Pustovit, Aleksandra.

Linked to FindBook

Google Book

Amazon

博客來

Overcoming group disparities in performance and turnover among women and minorities: The effects of relative human capital, diversity climate, perceived voice.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Overcoming group disparities in performance and turnover among women and minorities: The effects of relative human capital, diversity climate, perceived voice./
Author:	Pustovit, Aleksandra.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
Description:	77 p.
Notes:	Source: Masters Abstracts International, Volume: 56-03.
Contained By:	Masters Abstracts International56-03(E).
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10584758
ISBN:	9781369635072

Overcoming group disparities in performance and turnover among women and minorities: The effects of relative human capital, diversity climate, perceived voice.
Pustovit, Aleksandra.

Overcoming group disparities in performance and turnover among women and minorities: The effects of relative human capital, diversity climate, perceived voice. - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 77 p.

Source: Masters Abstracts International, Volume: 56-03.

Thesis (M.S.)--Rutgers The State University of New Jersey, School of Graduate Studies, 2017.

This item is not available from ProQuest Dissertations & Theses.

The present study explored mechanisms which may be responsible for overcoming group disparities in performance and turnover among women and minorities by examining the moderating role of relative human capital and diversity climate perceptions, as well as the mediating role of voice at the individual level. Key findings from this investigation include evidence that (a) sex differences in voice favoring women, were significantly larger for personnel with high relative organizational tenure, (b) for personnel who are low in relative organizational tenure, Asian-White differences in performance favor Whites, while for personnel who are high in relative organizational tenure, Asian-White differences in performance favor Asians, (c) White-Black differences in turnover likelihood (higher for Whites) are larger for personnel with high relative organizational tenure, and (d) sex differences in performance favoring women were significantly larger for personnel with high relative organizational tenure.

ISBN: 9781369635072Subjects--Topical Terms:

516664
Management.

Overcoming group disparities in performance and turnover among women and minorities: The effects of relative human capital, diversity climate, perceived voice.
LDR:02148nmm a2200313 4500 001 2200945
005 20190329144316.5
008 201008s2017 ||||||||||||||||| ||eng d
020 $a 9781369635072
035 $a (MiAaPQ)AAI10584758
035 $a (MiAaPQ)rutgersnb:7783
035 $a AAI10584758
040 $a MiAaPQ $c MiAaPQ
100 1 $a Pustovit, Aleksandra. $3 3427678
245 1 0 $a Overcoming group disparities in performance and turnover among women and minorities: The effects of relative human capital, diversity climate, perceived voice.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2017
300 $a 77 p.
500 $a Source: Masters Abstracts International, Volume: 56-03.
500 $a Adviser: Patrick Fitzgerald McKay.
502 $a Thesis (M.S.)--Rutgers The State University of New Jersey, School of Graduate Studies, 2017.
506 $a This item is not available from ProQuest Dissertations & Theses.
520 $a The present study explored mechanisms which may be responsible for overcoming group disparities in performance and turnover among women and minorities by examining the moderating role of relative human capital and diversity climate perceptions, as well as the mediating role of voice at the individual level. Key findings from this investigation include evidence that (a) sex differences in voice favoring women, were significantly larger for personnel with high relative organizational tenure, (b) for personnel who are low in relative organizational tenure, Asian-White differences in performance favor Whites, while for personnel who are high in relative organizational tenure, Asian-White differences in performance favor Asians, (c) White-Black differences in turnover likelihood (higher for Whites) are larger for personnel with high relative organizational tenure, and (d) sex differences in performance favoring women were significantly larger for personnel with high relative organizational tenure.
590 $a School code: 0190.
650 4 $a Management. $3 516664
650 4 $a Labor relations. $3 3172144
690 $a 0454
690 $a 0629
710 2 $a Rutgers The State University of New Jersey, School of Graduate Studies. $b Graduate School - New Brunswick. $3 3352163
773 0 $t Masters Abstracts International $g 56-03(E).
790 $a 0190
791 $a M.S.
792 $a 2017
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10584758