Title:	Diversity management: perceptions and attitudes by czech managers
Authors:	Eger, Ludvík Indruchová, Zuzana
Citation:	E+M. Ekonomie a Management = Economics and Management. 2014, č. 1, s. 73-81.
Issue Date:	2014
Publisher:	Technická univerzita v Liberci
Document type:	článek article
URI:	http://www.ekonomie-management.cz/download/1395653308_86ed/06_Diversity+Management+-+Perceptions+And+Attitudes+By+Czech+Managers.pdf http://hdl.handle.net/11025/17539
ISSN:	1212-3609 (Print) 2336-5604 (Online)
Keywords:	lidský kapitál;manažer;organizace;rozmanitý management;Česká republika
Keywords in different language:	human capital;manager;organizations;diversity management;Czech republic
Abstract in different language:	Diversity management has become very important and relevant in the field of the human resource development namely after the Czech Republic joined the European Union. Diversity management is based on the strategy of an organization and it is also connected with corporate culture and corporate social responsibility. The research focused on looking for the differences in the perception of diversity management of the monitored group of respondents from the point of view of their achieved level of education, the position in the organization, the organization size and the length of their work experience. The respondents were young workers in managerial positions or in the positions of a HR specialist with at least part time work responsibilities in the field of human resources management. The implemented t-tests did not prove any statistical significance in any of the monitored differences and it can be stated that with the monitored group there is no difference in the perception of diversity from the point of view of the level of their education, their positions in the organization, the organization size and the length of their work experience. The complementary research by means of the Pearson’s Correlation proved a positive relationship between the individual sections of the questionnaire and the overall perception of the significance of diversity management by the respondents and even a high level of correlation of the overall index with the section Policies and procedures. On the contrary, only weak values of correlation were achieved within the additional section focused at the respondents’ own behaviour in their workplace in relation to the overall index of the perception of diversity management.
Rights:	© Technická univerzita v Liberci CC BY-NC 4.0
Appears in Collections:	Číslo 1 (2014) Články / Articles (KMO) Číslo 1 (2014)

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