다양성관리가 공기업의 성과에 미치는 영향에 관한 연구

This research intends to identify the strategic function of diversity management with empirical study. It is known that diversity not only resolves organizational internal crisis from diversity, but also attract competent person from outside of the organization. Many researches have limitation that focuses on the former, and neglects the latter. To resolve this problem, the points of view about diversity management in preceding researches are divided into deterministic and voluntaristic, especially system-structural view and strategic choice view. This research identifies the latter; the effects of diversity management on organizational performance, mediating diversity. It is supposed that positive effects of diversity be shown in this way. Pitts(2006)’s framework is used as independent variable for diversity management: recruitment, building cultural awareness, and pragmatic management function. Financial performances, especially ROA and ROS are chosen as dependent variables, and Blau index as mediator while panel data analysis is used. In conclusion, it is found that recruitment and several flexible work have positive effects on organizational performance. It is expected that bias of diversity management be resolved with this result.