| Vorliegende Sprache |
eng |
| Hinweise auf parallele Ausgaben |
85951580X Erscheint auch als (Druck-Ausgabe): ‡Keinert-Kisin, Christina: Corporate social responsibility and discrimination |
| ISBN |
978-3-319-29156-7 |
| Name |
Keinert-Kisin, Christina |
| T I T E L |
Corporate Social Responsibility and Discrimination |
| Zusatz zum Titel |
Gender Bias in Personnel Selection |
| Verlagsort |
Cham ; s.l. |
| Verlag |
Springer International Publishing |
| Erscheinungsjahr |
2016 |
| 2016 |
| Umfang |
Online-Ressource (XI, 242 p. 5 illus. in color, online resource) |
| Reihe |
CSR, Sustainability, Ethics & Governance |
| Notiz / Fußnoten |
Description based upon print version of record |
| Titelhinweis |
Druckausg.ISBN: 978-3-319-29156-7 |
| Erscheint auch als (Druck-Ausgabe): ‡Keinert-Kisin, Christina: Corporate social responsibility and discrimination |
| ISBN |
ISBN 978-3-319-29158-1 |
| Klassifikation |
KJG |
| BUS008000 |
| 174.4 |
| HF5387-HF5387.5 |
| 1441334572 MS 3050 |
| Kurzbeschreibung |
Introduction -- Persistence of Gender Discrimination in the Workplace -- Corporate Social Responsibility: A Theoretical Overview -- Topical Approach: Gender Discrimination as a CSR Problem -- Persitance of Discrimination as CSR Failure -- Empirical Study: Discrimitation in Personnel Selection -- Lessons to Learn for Organizational Practice. . |
| 2. Kurzbeschreibung |
This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail. |
| 1. Schlagwortkette |
Chancengleichheit |
| Personalauswahl |
| Weibliche Führungskraft |
| ANZEIGE DER KETTE |
Chancengleichheit -- Personalauswahl -- Weibliche Führungskraft |
| 2. Schlagwortkette |
Geschlechterstereotyp |
| Frau |
| Karriere |
| Diskriminierung |
| ANZEIGE DER KETTE |
Geschlechterstereotyp -- Frau -- Karriere -- Diskriminierung |
| SWB-Titel-Idn |
470388927 |
| Signatur |
Springer E-Book |
| Bemerkungen |
Elektronischer Volltext - Campuslizenz |
| Elektronische Adresse |
$uhttp://dx.doi.org/10.1007/978-3-319-29158-1 |
| Internetseite / Link |
Volltext |
| Siehe auch |
Volltext |
| Siehe auch |
Cover |
