Reconciling the Business Case and the Social Justice Case for Diversity: A Model of Human Relations

IF 4.6 3区管理学 Q1 MANAGEMENT

Human Resource Development Review Pub Date : 2022-02-04 DOI:10.1177/15344843211072356

Marilyn Y. Byrd, Torrence E. Sparkman

引用次数: 14

Abstract

There are two dichotomous rationales for valuing diversity in organizational contexts: the business case and the social justice case. Arguments for the business case for diversity and the social justice case are both supported by valuing philosophies. However, lacking in either of these philosophies is a human relations component that recognizes the role of relationships in achieving the intended goals. In this article, we propose that reconciling the tensions between the business case and the social justice case is contingent upon adopting an organizational strategy that includes a human relations valuing philosophy. The organizational strategy suggested reaffirms a strategic role of human resource development.

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调和商业案例和社会正义案例的多样性:一个人际关系模型

在组织环境中，对多样性的评价有两个分为两类的理由：商业案例和社会正义案例。多样性商业案例和社会正义案例的论点都得到了价值哲学的支持。然而，在这两种哲学中，都缺乏一个人际关系的组成部分，它承认关系在实现预期目标中的作用。在这篇文章中，我们提出，调和商业案例和社会正义案例之间的紧张关系取决于采用包括人际关系价值哲学在内的组织战略。建议的组织战略重申了人力资源开发的战略作用。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Development Review MANAGEMENT-

CiteScore

9.60

自引率

17.20%

发文量

期刊介绍： As described elsewhere, Human Resource Development Review is a theory development journal for scholars of human resource development and related disciplines. Human Resource Development Review publishes articles that make theoretical contributions on theory development, foundations of HRD, theory building methods, and integrative reviews of the relevant literature. Papers whose central focus is empirical findings, including empirical method and design are not considered for publication in Human Resource Development Review. This journal encourages submissions that provide new theoretical insights to advance our understanding of human resource development and related disciplines. Such papers may include syntheses of existing bodies of theory, new substantive theories, exploratory conceptual models, taxonomies and typology developed as foundations for theory, treatises in formal theory construction, papers on the history of theory, critique of theory that includes alternative research propositions, metatheory, and integrative literature reviews with strong theoretical implications. Papers addressing foundations of HRD might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations. Human Resource Development Review takes a multi-paradigm view of theory building so submissions from different paradigms are encouraged.