簡易檢索 / 詳目顯示

研究生: 貝摩根
Bakewell, John Morgan
論文名稱: Localized Narratives as Strategy to Drive Organizational Change for Diversity, Equity, and Inclusion: A Case Study of a Global American Company's Subsidiary in Taiwan
Localized Narratives as Strategy to Drive Organizational Change for Diversity, Equity, and Inclusion: A Case Study of a Global American Company's Subsidiary in Taiwan
指導教授: 盧承杰
Lu, Cheng-Chieh
口試委員: 盧承杰
Lu, Cheng-Chieh
張媁雯
Chang, Wei-Wen
張詠晴
Chang, Yung-Ching
口試日期: 2023/07/03
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2023
畢業學年度: 111
語文別: 英文
論文頁數: 56
英文關鍵詞: global DEI, communication for organizational change, organization development
DOI URL: http://doi.org/10.6345/NTNU202300844
論文種類: 代替論文:專業實務報告(專業實務類)
相關次數: 點閱:123下載:22
分享至:
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報
  • Diversity, equity, and inclusion (DEI) is a growing trend in human resource development that is nearly ubiquitous now among Western organizations and increasingly popular around the world. The global rise of DEI practice is largely driven by Western multinational organizations implementing DEI in their overseas operations. I spent three months leading DEI at a Taiwanese subsidiary of a large, American company, where local leaders expressed strong desire to expand and improve DEI. Organization development literature is clear: implementing cultural change necessary for DEI reform is extremely difficult, and there is virtually no literature on DEI reform applicable to the Taiwanese context. I lean on Anand's (2022) new book on principles for driving DEI reform in foreign subsidiaries of global companies—the first of its kind. Major organizational change requires key stakeholders’ support, and this study focuses on constructing and leveraging contextually-specific narratives for DEI change as strategy to garner such support. My research seeks knowledge to inform such strategy by applying Anand's principles to analyze qualitative data collected during my DEI internship at the case study organization. I found that the most compelling narratives for DEI reform would center on three distinct issues of gender inequality, with special implications for tailoring narratives to better suit various audiences by emphasizing different rationales for acting on each issue. Additional recommendations for successful DEI reform at the case study site are outlined in my final chapter. Through this study, I aim to develop my professional abilities as a facilitator of organizational change by providing tangible guidance supporting the organization’s desired change with respect to DEI.

    ACKNOWLEDGEMENTS……………………………………………………...i ABSTRACT…………………………………………………………………….ii TABLE OF CONTENTS………………………………...………...…………..iii LIST OF FIGURES……………………………………………………...……...v CHAPTER I INTRODUCTION………………………………………………..1 Research Background………………………………………………………………….1 Statement of the Problem……………………………………………………………...3 Research Purposes……………………………………………………………………..5 Research Questions……………………………………………………………………5 Significance of the Study……………………………………………………………...6 CHAPTER II LITERATURE REVIEW…………..…………………………...9 Introduction……………………………………………..……………………………..9 DEI as HRD’s Organization Development Function………………………………...9 Rationales Motivating DEI: Examining Diversity Literature…….……………...…..10 Importance of Naming and Defining an Organization’s DEI Practice………12 Globalizing DEI in Multinational Organizations…………………………………….13 CHAPTER III METHODOLOGY……………………………………………19 Research Approach…………………………………………………...………….…..19 Research Paradigm………..…………………………………………….……………21 Data Collection……………………………………………………………………….22 Data Analysis……………………………………………………….……..….……...24 Representation…………………………………………………………………….….26 Research Quality……………………………………………………………………..27 CHAPTER IV FINDINGS & DISCUSSIONS……………………………….29 Subsidiary's ‘Equality’ Trumps Company's ‘Equity’: A Foundational Roadblock…29 Gender Emerges as Leading DEI Concern…………………………………………..38 Gender Issues Worth Narrating………………………………………………………39 CHAPTER V CONCLUSIONS & SUGGESTIONS…………………………45 Conclusions…………………………………………………………………………..45 Implications…………………………………………………………………………..47 Limitations…………………………………………………………………………...49 Suggestions for Future Studies……………………………………………………….51 REFERENCES……………………………………...…………………………53

    Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436. https://doi.org/10.1037/h0040968

    Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). Academic Press.

    Adelman, C., Jenkins, D., & Kemmis, S. (1976). Rethinking case study: Notes from the Second Cambridge Conference. Cambridge Journal of Education, 6(3), 139–50.

    Anand, R. (2022). Leading global diversity, equity, and inclusion: A guide to systemic change in multinational organizations. Berrett-Koehler.

    Ballard, D., Allen, B., Ashcraft, K., Ganesh, S., McLeod, P., & Zoller, H. (2020). When words do not matter: Identifying actions to effect diversity, equity, and inclusion in the Academy. Management Communication Quarterly, 34(4), 590–616. https://doi.org/10.1177/0893318920951643

    Bernstein, R. S., Bulger, M., Salipante, P., & Weisinger, J. Y. (2019). From diversity to inclusion to equity: A theory of generative interactions. Journal of Business Ethics, 167(3), 395–410. https://doi.org/10.1007/s10551-019-04180-1

    Brew, M. (2022, August 8). Microlearning: The beginner’s guide. eduMe. https://www.edume.com/blog/what-is-microlearning

    Canella, G. S., & Lincoln, Y. S. (2009). Deploying qualitative methods for critical social purposes. In N. K. Denzin & M. D. Giardina (Eds.), Qualitative inquiry and social justice (pp. 53-72). Routledge.

    Catalino, N., Gardner, N., Goldstein, D., & Wong, J. (2022, December 7). Effective employee resource groups are key to inclusion at work. Here’s how to get them right. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-to-get-them-right

    Chang, H. (2008). Autoethnography as method. Left Coast Press.

    Creswell, J. W., & Plano Clark, V. L. (2011). Designing and conducting mixed methods research (2nd ed.). Sage Publications.

    El-Amin, A. (2022). Preface. In A. El-Amin (Ed.), Implementing diversity, equity, inclusion, and belonging management in organizational change initiatives (pp. xviii-xxvi). IGI Global.

    Erickson, F. (1986). Qualitative methods. In Research in teaching and learning (Vol. 2, pp. 75–194). Macmillan.

    Jansen, W. S., Meeussen, L., Jetten, J., & Ellemers, N. (2020). Negotiating inclusion: Revealing the dynamic interplay between individual and group inclusion goals. European Journal of Social Psychology, 50(3), 520–533. https://doi.org/10.1002/ejsp.2633

    Herr, K., & Anderson, G. L. (2015). The action research dissertation: A guide for students and faculty (2nd ed.). SAGE.

    Hirst, S., Kastiel, K., & Kricheli-Katz, T. (2022, October 24). How much do investors care about social responsibility? Harvard Law School Forum on Corporate Governance. https://corpgov.law.harvard.edu/2022/10/24/how-much-do-investors-care-about-social-responsibility/

    Hsieh, H.-C. (2014). Gender equity education policies in Taiwan: Progress and challenges. Chinese Education and Society, 47(4), 3–4. https://doi.org/10.2753/ced1061-1932470400

    Hsieh, H.-F., & Shannon, S. E. (2005). Three approaches to qualitative content analysis. Qualitative Health Research, 15(9), 1277–1288. https://doi.org/10.1177/1049732305276687

    Iida, A. (2022). How do traditional gender roles influence women’s lives in Taiwan? An investigation of highly educated women’s willingness to create families. East Asia, 40, 81-100. https://doi.org/10.1007/s12140-022-09392-3

    Koshy, V. (2005). Action research for improving practice: A practical guide. SAGE Publications.

    Lawson, E., & Price, C. (2003, June 1). The psychology of change management. McKinsey Quarterly. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-psychology-of-change-management

    Lee-Wingate, N. (2015). Fairness management: China, Taiwan, Japan, and South Korea. In B. Nguyen & C. Rowley (Eds.), Ethical and social marketing in East Asia (pp. 196-214). Chandos Publishing. https://doi.org/10.1016/B978-0-08-100097-7.00010-6

    Lessley, K. (2021, May 24). HR transformation: Why diversity, equity, and inclusion is here to stay. Forbes. https://www.forbes.com/sites/sap/2021/05/24/hr-transformation-why-diversity-equity-and-inclusion-is-here-to-stay/?sh=6219049728cb

    Li, C. (2012). Equality and inequality in Confucianism. Dao, 11(3), 295–313. https://doi.org/10.1007/s11712-012-9283-0

    Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage.

    Martin, C. (2022, June 21). What you need to know about EEO-1 reporting. Syndio. https://synd.io/blog/what-you-need-to-know-about-eeo-1-reporting/

    Mercer. (2012). Diversity & inclusion: An Asia Pacific perspective executive summary. https://silo.tips/download/diversity-inclusion-an-asia-pacific-perspective-executive-summary

    Merriam, S. B. (1988). Case study research in education: A qualitative approach. Jossey-Bass.

    Merriam, S. B., & Tisdell, E. J. (2016). Qualitative research: A guide to design and implementation. Jossey-Bass.

    Ministry of Education. Percentage of students in universities, colleges, and junior colleges -- By broad field (27 categories) and genders (percentages) (e107-8) [Data sets]. Retrieved June 17, 2023 from https://english.moe.gov.tw/cp-87-14508-95005-1.html

    Ministry of Justice. (2022, January 12). Act of Gender Equality in Employment. Laws & Regulations of the Republic of China (Taiwan). Retrieved April 9, 2023, from https://law.moj.gov.tw/ENG/LawClass/LawAll.aspx?pcode=N0030014

    Miranda-Wolff, A. (2018, August 24). Why D&I doesn't work without the "E": How cultural immersion and equity create opportunities in diversity and inclusion [blog]. Medium. https://medium.com/the-ascent/why-d-i-doesnt-work-without-the-e-740cc95af561

    Flinspach, S. (2020, October 23). We need more than inclusion: Reframing engagement to foster diversity and equity [blog]. National Council for Mental Wellbeing. https://www.thenationalcouncil.org/we-need-more-than-inclusion-reframing-engagement-to-foster-diversity-and-equity/

    Nuyen, A. T. (2001). Confucianism and the idea of equality. Asian Philosophy, 11(2), 61–71. https://doi.org/10.1080/09552360120087840

    Özbilgin, M., & Tatli, A. (2008). Global diversity management: An evidence-based approach. Palgrave Macmillan.

    Palmu, K. (2023, February 23). The importance of diversity, equity, and inclusion in talent attraction [Article]. LinkedIn. https://www.linkedin.com/pulse/importance-diversity-equity-inclusion-talent-attraction-palmu/

    Rosenthal, S. B. (2023, June 8). Situation ethics. Britannica. https://www.britannica.com/topic/situation-ethics

    Rossman, G. B., & Wilson, B. L. (1985). Numbers and words: Combining quantitative and qualitative methods in a single large-scale evaluation study. Evaluation Review, 9(5), 627–643. https://doi.org/10.1177/0193841X8500900505

    Rothwell, W. J., Ealy, P. L., & Campbell, J. (2022). Rethinking organizational diversity, equity, and inclusion: A step-by-step guide for facilitating effective change. Routledge.

    Saldaña, J. (2011). Fundamentals of qualitative research. Oxford University Press.

    Simpson, E. H., & Balsam, P. D. (2015). The behavioral neuroscience of motivation: An overview of concepts, measures, and translational applications. In E. H. Simpson & P. D. Balsam (Eds.), Behavioral neuroscience motivation. Current topics in behavioral neuroscience (Vol. 17, pp. 1-12). Springer. https://doi.org/10.1007/7854_2015_402

    Smith, L. M. (1978). An evolving logic of participant observation, educational ethnography, and other case studies. In L. Shulman (Ed.), Review of research in education (pp. 316–377). Peacock.

    Society for Human Resource Management. (n.d.) Introduction to the human resources discipline of diversity, equity & inclusion. Retrieved November 7, 2022, from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/introdiversity.aspx

    Stake, R. E. (1988). Case study methods in educational research: Seeking sweet water. In R. M. Jaeger (Ed.), Complementary methods for research in education (pp. 253–278). American Educational Research Association.

    Stake, R. E. (2005). Qualitative case studies. In N. K. Denzin & Y. S. Lincoln (Eds.), The Sage handbook of qualitative research (3rd ed., pp. 443–466). Sage.

    Stake, R. E. (2010). Qualitative research: Studying how things work. The Guilford Press.

    Tham, D. (2019, March 21). Women at work. Taipei Times. https://www.taipeitimes.com/News/feat/archives/2019/03/21/2003711870

    Tyler, M. (2019). Reassembling difference? Rethinking inclusion through/as embodied ethics. Human Relations, 72(1), 48–68. https://doi.org/10.1177/0018726718764264

    Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). CENGAGE Learning.

    Wheeler, K. G. (2002). Cultural values in relation to equity sensitivity within and across cultures. Journal of Managerial Psychology, 17(7), 612–627. https://doi.org/10.1108/02683940210444067

    Wolcott, H. F. (1994). Transforming qualitative data: Description, analysis, and interpretation. Sage.

    Yang, L. (2021). Social equity and equity in higher education: A comparison of the liberal Anglo-American and Chinese political cultures. International Journal of Educational Development, 84, 1–9. https://doi.org/10.1016/j.ijedudev.2021.102403

    Yin, R. K. (1984). Case study research: Design and methods. Sage.

    Yin, R. K. (2014). Case study research: Design and methods (5th ed.). Sage.

    Yourator. (2023, April 6). DEI (duōyuán gòngróng) de dìngyì shì shénme? Wéishénme qǐyè xūyào dǎzào jùbèi DEI de huánjìng? [What is the definition of DEI (diversity and inclusion)? Why do businesses need to create an environment with DEI?]. https://www.yourator.co/articles/416

    下載圖示
    QR CODE