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首页> 美国卫生研究院文献>Behavioral Sciences >Gender Affirmative Action and Management: A Systematic Literature Review on How Diversity and Inclusion Management Affect Gender Equity in Organizations
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Gender Affirmative Action and Management: A Systematic Literature Review on How Diversity and Inclusion Management Affect Gender Equity in Organizations

机译：性别肯定行动与管理：关于多样性和包容性管理如何影响组织中性别股权的系统文献综述

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Gender affirmative action (AA) in management remains a controversial topic among scholars, practitioners, and employees. While some individuals may support the use of AA policies as a means of increasing representation of women, others are not supportive at all, further understanding gender AA as an unacceptable violation of merit—even when targeted by it. With the aim of analyzing how scholars have approached the subject, we systematically reviewed 76 published articles (SCOPUS database), covering the extant literature on gender AA and management. Findings indicate a consensus regarding the common antecedents of attitudes towards gender AA with prior experiences with AA and diversity management (DM) (as well as general perceptions of AA). Performance and satisfaction appear as the predominant outcomes. In addition, while investigating the differences among AA, equal employment opportunity (EEO) and diversity management (DM), scholars are mainly focused on the effectiveness of AA as a means of increasing the inclusion of minorities in general. We conclude that despite marginal studies on employees’ attitudes toward gender AA, there is a gap in the literature, particularly an absence of research on the bivalent position of meritocracy (or merit violation) as both an antecedent and outcome of attitudes towards AA, which deserves further scrutiny.
机译：管理层的性别肯定行动（AA）仍然是学者，从业者和员工之间的有争议的话题。虽然一些人可以支持使用AA政策作为增加妇女代表的手段，但其他人根本不支持，进一步了解性别AA作为违反的不可接受的侵犯 - 即使在其目标时也是一个不可接受的违规行为。旨在分析学者如何接近该主题，我们系统地审查了76条发表的文章（Scopus数据库），涵盖了性别AA和管理层的现存文献。调查结果表明，与AA和多样性管理（DM）的事先经验（以及对AA的一般性看法）的先前经验，表明对性别AA的常见前提的共识。表现和满足是主要的结果。此外，在调查AA的差异，平等就业机会（EEO）和多样性管理（DM），学者主要集中在AA的有效性，作为增加少数群体的手段。我们得出结论，尽管对员工对性别AA的态度进行了边际研究，但在文献中存在差距，特别是对Meritocracy（或违反）的二价地位的缺乏研究，因为对AA的态度和态度的态度值得进一步审查。

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