王雁飞¹;樊梦莎¹;朱瑜²

• 1:华南理工大学 工商管理学院，广东 广州 510640
• 2:暨南大学 管理学院，广东 广州 510632

摘要(Abstract)：

新时代多元化格局对组织的人力资源管理提出了新的挑战，结合了差异化管理与公平管理，多元化与公平管理系统的建构与实施不仅有助于调动组织内部差异化个体的潜能，提升组织人力资源管理的质量，也有助于增强组织的核心竞争力。本研究首先在回溯多元化与公平管理系统起源和发展的基础上，总结了多元化与公平管理研究的三种视角及相应理论基础；并从结构与测量、影响因素及影响效应等方面进一步梳理和整合多元化与公平管理系统的相关研究；最后结合了中国文化背景，探讨了多元化与公平管理系统研究领域存在的问题并对未来的研究进行了展望，以期为国内相关研究者的进一步研究提供借鉴。

关键词(KeyWords)： 多元化管理;公平管理;人力资源管理;影响因素;影响效应

Abstract:

Keywords:

基金项目(Foundation): 国家自然科学基金项目（71602075）；广东省自然科学基金项目（408277493017）；教育部人文社会科学青年基金项目（15YJC630197）；广东软科学项目（2014A070703021）；广东省教育科学“十二五”规划项目（2013JK021）

作者(Authors): 王雁飞¹;樊梦莎¹;朱瑜²

DOI: 10.16538/j.cnki.fem.2017.10.003

参考文献(References)：

• [1] 华涛. 约翰逊总统与美国"肯定性行动"的确立[J]. 世界历史, 1999,(4):33-40.
  [2] 张桂平, 廖建桥. 用"圈子"文化管理员工沉默行为[J]. 中国人力资源开发, 2009, (6):29-31.
  [3] Adams J S. Inequity in social exchange[J]. Advances in Experimental Social Psychology, 1965, 2:267-299.
  [4] Appelbaum E, Bailey T, Berg P, et al. Manufacturing advantage:Why high performance work systems pay off[M]. Ithaca, NY:Cornell University Press, 2000.
  [5] Armstrong C, Flood P C, Guthrie J P, et al. The impact of diversity and equality management on firm performance:Beyond high performance work systems[J]. Human Resource Management, 2010, 49(6):977-998.
  [6] Avery D R, Mckay P F, Wilson D C, et al. Unequal attendance:The relationships between race, organizational diversity cues, and absenteeism[J]. Personnel Psychology, 2007, 60(4):875-902.
  [7] Barney J B, Ketchen D J, Wright P M. The future of resource-based theory:Revitalization or decline?[J]. Journal of Management, 2011, 37(5):1299-1315.
  [8] Becker G S. Human Capital:A theoretical and empirical analysis, with special reference to education[M]. 3rd ed. Chicago:University of Chicago Press, 1992.
  [9] Becker B E, Huselid M A. Strategic human resources management:Where do we go from here?[J]. Journal of Management, 2006, 32(32):898-925.
  [10] Bieling G, Stock R M, Dorozalla F. Coping with demographic change in job markets:How age diversity management contributes to organizational performance[J]. Zeitschrift Für Personal forschung, 2015, 29(1):5-30.
  [11] Bowen D E, Ostroff C. Understanding HRM-firm performance linkages:The tole of the "strength" of the HRM system[J]. Academy of Management Review, 2004, 29(2):203-221.
  [12] Carla H, Peter B. The incidence and impacts of diversity management:A survey of New Zealand employees[J]. Asia Pacific Journal of Human Resources, 2011, 49(4):440-460.
  [13] Colakoglu S, Hong Y, Lepak D P. Models of strategic human resource management[A]. Wilkinson A, Redman T, Snell S, et al (Eds.). The handbook of human resource management[C]. London:SAGE, 2009:31-50.
  [14] Cox T H, Blake S. Managing cultural diversity:Implications for organizational competitiveness[J]. Executive, 1991, 5(3):45-56.
  [15] Curtis E F, Dreachslin J L. Integrative literature review:diversity management interventions and organizational performance:A synthesis of current literature[J]. Human Resource Development Review, 2008, 7(1):107-134.
  [16] D'Netto B, Shen J, Chelliah J, et al. Human resource diversity management practices in the Australian manufacturing sector[J]. The International Journal of Human Resource Management, 2014, 25(9):1243-1266.
  [17] Fink J S, Pastore D L, Riemer H A. Managing employee diversity:Perceived practices and organisational outcomes in ncaa division Ⅲ athletic departments[J]. Sport Management Review, 2003, 6(2):147-168.
  [18] Gilbert J A, Stead B A, Ivancevich J M. Diversity management:A new organizational paradigm[J]. Journal of Business Ethics, 1999, 21(1):61-76.
  [19] Gotsis G, Kortezi Z. Ethical paradigms as potential foundations of diversity management initiatives in business organizations[J]. Journal of Organizational Change Management, 2013, 26(6):948-976.
  [20] Guillaume Y R F, Dawson J F, Priola V, et al. Managing diversity in organizations:An integrative model and agenda for future research[J]. European Journal of Work and Organizational Psychology, 2013, 23(5):783-802.
  [21] Herdman A O, Mcmillan-Capehart A. Establishing a diversity program is not enough:Exploring the determinants of diversity climate[J]. Journal of Business and Psychology, 2010, 25(1):39-53.
  [22] Heres L, Benschop Y. Taming diversity:An exploratory study on the travel of a management fashion[J]. Equality, Diversity and Inclusion:An International Journal, 2010, 29(5):436-457.
  [23] Hiranandani V. Diversity management in the Canadian workplace:Towards an antiracism approach[J]. Urban Studies Research, 2012, 2012:385806.
  [24] Jabbour C J C, Gordono F S, De Oliveira J H C, et al. Diversity management:Challenges, benefits, and the role of human resource management in Brazilian organizations[J]. Equality Diversity and Inclusion:An International Journal, 2011, 30(1):58-74.
  [25] Jackson S E, Joshi A. Diversity in social context:A multi-attribute, multilevel analysis of team diversity and sales performance[J]. Journal of Organizational Behavior, 2004, 25(6):675-702.
  [26] Jin N C. Group composition and employee creative behaviour in a Korean electronics company:Distinct effects of relational demography and group diversity[J]. Plasma Physics & Controlled Fusion, 2010, 80(2):213-234.
  [27] Joshi A, Liao H, Roh H. Bridging domains in workplace demography research:A review and reconceptualization[J]. Journal of Management, 2011, 37(2):521-552.
  [28] Kalev A, Dobbin F. Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies[J]. American Sociological Review, 2006, 71(4):589-617.
  [29] Kemper L E, Bader A K, Froese F J. Diversity management in ageing societies:A comparative study of Germany and Japan[J]. Management Revue, 2016, 27(1-2):29-49.
  [30] Kirby S L, Richard O C. Impact of marketing work-place diversity on employee job involvement and organizational commitment[J]. The Journal of Social Psychology, 2000, 140(3):367-77.
  [31] Knights D, Omanović V. (Mis) managing diversity:Exploring the dangers of diversity management orthodoxy[J]. Equality, Diversity and Inclusion, 2016, 35(1):5-16.
  [32] Konrad A M, Yang Y, Maurer C C. Antecedents and outcomes of diversity and equality management systems:An integrated institutional agency and strategic human resource management approach[J]. Human Resource Management, 2016, 55(1):83-107.
  [33] Kramar R. Diversity management in Australia:A mosaic of concepts, practice and rhetoric[J]. Asia Pacific Journal of Human Resources, 2012, 50(2):245-261.
  [34] Kulik C T. Working below and above the line:The research-practice gap in diversity management[J]. Human Resource Management Journal, 2014, 24(2):129-144.
  [35] Lorbiecki A, Jack G. Critical turns in the evolution of diversity management[J]. British Journal of Management, 2000, 11(S1):S17-S31.
  [36] Magoshi E, Chang E. Diversity management and the effects on employees' organizational commitment:Evidence from Japan and Korea[J]. Journal of World Business, 2009, 44(1):31-40.
  [37] Martín-Alcázar F, Romero-Fernández P M, Sánchez-Gardey G. Transforming human resource management systems to cope with diversity[J]. Journal of Business Ethics, 2012, 107(4):511-531.
  [38] Mckay P F, Avery D R, Morris M A. Mean racial-ethnic differences in employee sales performance:The moderating role of diversity climate[J]. Personnel Psychology, 2008, 61(2):349-374.
  [39] Muchiri M K, Ayoko O B. Linking demographic diversity to organisational outcomes:The moderating role of transformational leadership[J]. Leadership & Organization Development Journal, 2013, 34(5):384-406.
  [40] Nelson J K, Poms L W, Wolf P P. Developing efficacy beliefs for ethics and diversity management[J]. Academy of Management Learning & Education, 2012, 11(1):49-68.
  [41] Nishii L H. The benefits of climate for inclusion for gender-diverse groups[J]. Academy of Management Journal, 2012, 56(6):1754-1774.
  [42] Ozturk M B, Tatli A. Gender identity inclusion in the workplace:broadening diversity management research and practice through the case of transgender employees in the UK[J]. International Journal of Human Resource Management, 2015, 27(8):1-22.
  [43] Pauly J A, Buzzanell P M. Considering difference in diversity management:A critical take on practices and policies around the world[J]. Scandinavian Journal of Management, 2016, 32(2):114-118.
  [44] Pitts D W. Modeling the impact of diversity management[J]. Review of Public Personnel Administration, 2005, 26(3):245-268.
  [45] Richard O C, Roh H, Pieper J R. The link between diversity and equality management practice bundles and racial diversity in the managerial ranks:Does firm size matter?[J]. Human Resource Management, 2013, 52(2):215-242.
  [46] Riordan C M. Relational demography within groups:Past developments, contradictions, new directions[J]. Research in Personnel & Human Resources Management, 2001, 19:131-173.
  [47] Scott W R. Institutions and organizations:Ideas and interests[M]. Institutions & organizations ideas & Interests, 2008.
  [48] Sezerel H, Tonus H Z. The soft element of strategic human resource management:The employee's perception of diversity climate[J]. Procedia-Social and Behavioral Sciences, 2014, 150:354-359.
  [49] Shaban A. Managing and leading a diverse workforce:One of the main challenges in management[J]. Procedia-Social and Behavioral Sciences, 2016, 230:76-84.
  [50] Shen J, D'Netto B, Tang J. Effects of HR diversity management on OCB in China[J]. International Journal of Human Resource Management, 2010, 21(12):2152-2168.
  [51] Shen J, Tang N Y, D'Netto B. A multilevel analysis of the effects of HR diversity management on employee knowledge sharing:The case of Chinese employees[J]. The International Journal of Human Resource Management, 2014, 25(12):1720-1738.
  [52] Singh B, Selvarajan T T. Is it spillover or compensation? Effects of community and organizational diversity climates on race differentiated employee intent to stay[J]. Journal of Business Ethics, 2013, 115(2):259-269.
  [53] Singh B, Winkel D E, Selvarajan T T. Managing diversity at work:Does psychological safety hold the key to racial differences in employee performance?[J]. Journal of Occupational and Organizational Psychology, 2013, 86(2):242-263.
  [54] Smith A N, Morgan W B, King E B, et al. The ins and outs of diversity management:The effect of authenticity on outsider perceptions and insider behaviors[J]. Journal of Applied Social Psychology, 2012, 42:E21-E55.
  [55] Van Dijk H, Van Engen M, Paauwe J. Reframing the business case for diversity:A values and virtues perspective[J]. Journal of Business Ethics, 2012, 111(1):73-84.
  [56] Wise L R, Tschirhart M. Examining empirical evidence on diversity effects:How useful is diversity research for public-sector managers?[J]. Public Administration Review, 2000, 60(5):386-394.
  [57] Wrench J. Diversity management can be bad for you[J]. Race & Class, 2005, 46(3):73-84.
  [58] Yang Y, Konrad A M. Diversity and organizational innovation:The role of employee involvement[J]. Journal of Organizational Behavior, 2011, 32(8):1062-1083.