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Die Einfuehrung von Diversity Management in deutschen Organisationen - Eine neoinstitutionalistische Perspektive

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  • Sabine Lederle
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    Warum und wie Diversity Management Eingang in deutsche Organisationen fand, wird vor dem theoretischen Hintergrund des organisationssoziologischen Neoinstitutionalismus analysiert. Dazu werden qualitative Interviews mit Diversity-Beauftragten mittels einer wissenssoziologischen Diskursanalyse ausgewertet, um nachzuzeichnen, wie organisationale Akteure die Ursachen fuer die Einfuehrung von Diversity Management (re-)konstruieren. Die empirischen Ergebnisse zeigen, dass die Institutionalisierung von Diversity Management weniger Ergebnis von Effizienzueberlegungen, als vielmehr der Versuch ist, Konformitaet mit in Umwelten institutionalisierten Regeln und Erwartungen zu zeigen, um Legitimitaet zugeschrieben zu bekommen.

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    Article provided by Rainer Hampp Verlag in its journal Zeitschrift fuer Personalforschung.

    Volume (Year): 21 (2007)
    Issue (Month): 1 ()
    Pages: 22-41

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    Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2007_01_lederle
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    Order Information: Postal: Rainer Hampp Verlag, Journals, Vorderer Lech 35, 86150 Augsburg, Germany. A subscripton is required to access pdf files. Pay per article is available at
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