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Human Resource Structures: Reducing Discrimination or Raising Rights Awareness?
Author(s) -
HIRSH ELIZABETH,
KMEC JULIE A.
Publication year - 2009
Publication title -
industrial relations: a journal of economy and society
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.61
H-Index - 57
eISSN - 1468-232X
pISSN - 0019-8676
DOI - 10.1111/j.1468-232x.2009.00571.x
Subject(s) - odds , receipt , harassment , commission , diversity (politics) , accountability , affect (linguistics) , business , equal employment opportunity , human resource management , affirmative action , accounting , psychology , political science , social psychology , logistic regression , law , finance , medicine , communication
Using data from 84 hospitals linked to Equal Employment Opportunity Commission discrimination‐charge data, we consider how four human resource (HR) structures affect hospitals’ receipt of discrimination charges. HR structures that establish accountability (affirmative action plans, EEO units) are marginally related to charges. Structures that moderate bias (management diversity training) reduce the odds of receiving a charge while structures that raise employees’ rights awareness (employee diversity training) increase the odds of receiving a charge. Structures relate differently to sexual harassment versus personnel charges.