본 연구는 다양성에 관한 기존 연구를 종합․분석하여 팀 다양성의 긍정적, 부정적 효과에 대한 포괄적 논의를 통해 몇 가지 연구명제를 도출하였다. 다양성의 유형(사회범주 다양성과 ...
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https://www.riss.kr/link?id=A76598003
2009
-
325
KCI등재
학술저널
95-125(31쪽)
16
0
상세조회0
다운로드국문 초록 (Abstract)
본 연구는 다양성에 관한 기존 연구를 종합․분석하여 팀 다양성의 긍정적, 부정적 효과에 대한 포괄적 논의를 통해 몇 가지 연구명제를 도출하였다. 다양성의 유형(사회범주 다양성과 ...
본 연구는 다양성에 관한 기존 연구를 종합․분석하여 팀 다양성의 긍정적, 부정적 효과에 대한 포괄적 논의를 통해 몇 가지 연구명제를 도출하였다. 다양성의 유형(사회범주 다양성과 정보 다양성)에 따라 주요 결과 변수라 할 수 있는 응집성과 창의성에 미치는 영향을 살펴보았다. 또한 다양성이 성과에 미치는 영향과정을 관리할 수 있는 메커니즘으로서 팀 가치공유의 조절기능을 탐색해 보았다. 제시된 명제를 바탕으로 이론적 의미와 미래 연구방향을 제시하였다.
다국어 초록 (Multilingual Abstract)
Growing diversity has become increasingly important in recent years for organizations. Many researches on diversity, however, have yielded mixed results regarding correlation between team diversity and performance. This study has sought to derive prop...
Growing diversity has become increasingly important in recent years for organizations. Many researches on diversity, however, have yielded mixed results regarding correlation between team diversity and performance. This study has sought to derive propositions through extensive discussions into the effects of diversity based on existing studies.
First of all, the study has examined the relationship between each type of team diversity(Informational diversity and social category diversity) classified in terms of visibility and job-relatedness, and key performance variables(Cohesion and creativity). In particular, the study went further to look into the relations between diversity and social cohesion, which is an affective bond, as well as task cohesion, which can be achieved from a cognitive perspective. Another issue that was touched upon was a team’s value-sharing, its content and intensity as another important variable that can moderate and manage negative and positive impact of diversity on performance.
Through the discussions, the study has developed the following propositions. First, though diversity has negative implications for social cohesion and task cohesion, social category diversity that produces a big effect on the affective scales and informational diversity with a great cognitive effect each has a negative impact on social cohesion and task cohesion respectively. Second, though both social category diversity and informational diversity have a positive impact on team creativity, informational diversity should play a more positive role. Third, content and intensity of a team’s value-sharing will act in a way that reduces the negative impact of the relationship between diversity and cohesion but that magnifies the positive impact of the relations between diversity and creativity.
목차 (Table of Contents)
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조직구성원의 고용가능성 인식과 조직과 직무에 대한 태도와의 관계에 관한 연구
학술지 이력
연월일 | 이력구분 | 이력상세 | 등재구분 |
---|---|---|---|
2026 | 평가예정 | 재인증평가 신청대상 (재인증) | |
2020-01-01 | 평가 | 등재학술지 유지 (재인증) | ![]() |
2017-01-01 | 평가 | 등재학술지 유지 (계속평가) | ![]() |
2013-01-01 | 평가 | 등재학술지 유지 (등재유지) | ![]() |
2010-02-26 | 학회명변경 | 영문명 : The Korean Association Of Personnel Administration -> Korean Academy of Organization and Management | ![]() |
2010-02-26 | 학술지명변경 | 한글명 : 인사관리연구 -> 조직과 인사관리연구외국어명 : The Korean Personnel Administration Journal -> Journal of Organization and Management | ![]() |
2010-01-01 | 평가 | 등재학술지 유지 (등재유지) | ![]() |
2008-01-01 | 평가 | 등재학술지 유지 (등재유지) | ![]() |
2005-01-01 | 평가 | 등재학술지 선정 (등재후보2차) | ![]() |
2004-01-01 | 평가 | 등재후보 1차 PASS (등재후보1차) | ![]() |
2002-07-01 | 평가 | 등재후보학술지 선정 (신규평가) | ![]() |
학술지 인용정보
기준연도 | WOS-KCI 통합IF(2년) | KCIF(2년) | KCIF(3년) |
---|---|---|---|
2016 | 2.35 | 2.35 | 2.29 |
KCIF(4년) | KCIF(5년) | 중심성지수(3년) | 즉시성지수 |
2.36 | 2.41 | 4.335 | 0.59 |