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DC poleHodnotaJazyk
dc.contributor.authorEger, Ludvík
dc.contributor.authorIndruchová, Zuzana
dc.date.accessioned2016-01-21T07:42:20Z
dc.date.available2016-01-21T07:42:20Z
dc.date.issued2014
dc.identifier.citationE+M. Ekonomie a Management = Economics and Management. 2014, č. 1, s. 73-81.cs
dc.identifier.issn1212-3609 (Print)
dc.identifier.issn2336-5604 (Online)
dc.identifier.urihttp://www.ekonomie-management.cz/download/1395653308_86ed/06_Diversity+Management+-+Perceptions+And+Attitudes+By+Czech+Managers.pdf
dc.identifier.urihttp://hdl.handle.net/11025/17539
dc.format9 s.cs
dc.format.mimetypeapplication/pdf
dc.language.isoenen
dc.publisherTechnická univerzita v Libercics
dc.relation.ispartofseriesE+M. Ekonomie a Management = Economics and Managementcs
dc.rights© Technická univerzita v Libercics
dc.rightsCC BY-NC 4.0cs
dc.subjectlidský kapitálcs
dc.subjectmanažercs
dc.subjectorganizacecs
dc.subjectrozmanitý managementcs
dc.subjectČeská republikacs
dc.titleDiversity management: perceptions and attitudes by czech managersen
dc.typečlánekcs
dc.typearticleen
dc.rights.accessopenAccessen
dc.type.versionpublishedVersionen
dc.description.abstract-translatedDiversity 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.en
dc.subject.translatedhuman capitalen
dc.subject.translatedmanageren
dc.subject.translatedorganizationsen
dc.subject.translateddiversity managementen
dc.subject.translatedCzech republicen
dc.identifier.doidx.doi.org/10.15240/tul/001/2014-1-006
dc.type.statusPeer-revieweden
Vyskytuje se v kolekcích:Číslo 1 (2014)
Články / Articles (KMO)
Číslo 1 (2014)

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  1. DSpace at University of West Bohemia
  2. Publikace ZČU / UWB Publications
  3. Časopisy ZČU / UWB Journals
  4. Ekonomie a management
  5. 2014
  6. Číslo 1 (2014)