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Diversity and individual careers

多元化和个人职业

基本信息

批准号：
231717680
负责人：
Professorin Dr. Monika Jungbauer-Gans
金额：
--
依托单位：
Deutsches Zentrum für Hochschul- und Wissenschaftsforschung (DZHW) GmbH
依托单位国家：
德国
项目类别：
Research Grants
财政年份：
2012
资助国家：
德国
起止时间：
2011-12-31 至 2016-12-31
项目状态：
已结题

来源：
https://gepris.dfg.de/gepris/projekt/231717680?language=en
关键词：
Diversity individual careers

项目摘要

The project will analyze the effects of diversity on individual careers of organization members. The focus is on context effects of diversity on individual careers as well as on the significance of the relative position of individuals in the social structure of organizations. Diversity is conceived as multidimensional construct having regard to demographic and functional characteristics like gender, age, tenure, ethnicity, education and qualification. More precisely, we will deal with the question whether a heterogeneous workforce and the relative position of individuals within organizational demography affect individual labor market success. Main indicators of individual careers are (1) the individual probability of leaving an organization and (2) the wage. The theoretical framework consists on the one hand of theories like diversity approaches and organizational resource theory which are discussed in the economic literature as well. On the other hand, social psychological approaches like similarity attraction theory, the theory of social categorization and the approach of co-worker discriminiation are applied. Data are taken from the Integrated Employment Biographies (IEB) of the Institute of Employment Research (IAB). These data allow comprehensive analyses of individual career trajectories. Additionally, data from the project Diversity and Success of Organizations that is granted by the DFG in 2011-2012 supplement these biographical information by information on the organizational and regional context.

该项目将分析多样性对组织成员个人职业生涯的影响。重点是多样性对个人职业的背景影响，以及个人在组织社会结构中的相对地位的重要性。考虑到性别、年龄、任期、族裔、教育和资格等人口和职能特征，多样性被认为是多维结构。更准确地说，我们将讨论异质劳动力和个人在组织人口学中的相对位置是否会影响个人劳动力市场的成功。个人职业生涯的主要指标是(1)个人离开一个组织的可能性和(2)工资。本文的理论框架一方面包括多元化方法和组织资源理论等理论，这些理论在经济学文献中也有讨论。另一方面，运用了相似吸引理论、社会分类理论和同事歧视等社会心理学方法。数据来自就业研究所(IAB)的综合就业传记(IEB)。这些数据可以对个人的职业轨迹进行全面分析。此外，DFG在2011-2012年批准的“组织的多样性和成功”项目的数据补充了这些传记信息，补充了有关组织和区域背景的信息。