標(biāo)題: Titlebook: Sexual Orientation and Transgender Issues in Organizations; Global Perspectives Thomas K?llen Book 2016 Springer International Publishing [打印本頁(yè)] 作者: Stubborn 時(shí)間: 2025-3-21 20:02
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書目名稱Sexual Orientation and Transgender Issues in Organizations被引頻次
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書目名稱Sexual Orientation and Transgender Issues in Organizations讀者反饋學(xué)科排名
作者: 首創(chuàng)精神 時(shí)間: 2025-3-21 20:40 作者: invulnerable 時(shí)間: 2025-3-22 00:48 作者: 該得 時(shí)間: 2025-3-22 05:10
978-3-319-80611-2Springer International Publishing Switzerland 2016作者: Nostalgia 時(shí)間: 2025-3-22 10:48 作者: ineptitude 時(shí)間: 2025-3-22 15:37 作者: Cognizance 時(shí)間: 2025-3-22 17:18 作者: Spinal-Tap 時(shí)間: 2025-3-22 22:30 作者: 拖債 時(shí)間: 2025-3-23 02:49 作者: 和平主義者 時(shí)間: 2025-3-23 07:17
Nick Drydakisad, is based on the idea that companies must throw themselves into the knowledge of their professionals in order to obtain a competitive advantage in front of their direct competitors, either on costs or on differentiation, and to reach the higher value for the client. In the last years, this concep作者: 套索 時(shí)間: 2025-3-23 12:07 作者: 包庇 時(shí)間: 2025-3-23 13:53
Salvador Peran Ph.D. the potential promises and hurdles of digital technology. This digital challenge has already generated a wealth of implications in the area of smart or intelligent cities, but as yet far less has been achieved in the field of regional planning and regional science. There is clearly a need for a mor作者: 磨坊 時(shí)間: 2025-3-23 19:37 作者: tendinitis 時(shí)間: 2025-3-23 22:49
Todd Browernted and managed to extract knowledge to benefit territorial decision makers. Regional knowledge emerges and develops over long periods of time, shaping types of regional activities, vocations and industry structures. Thus, the main aspects of the definition of regional knowledge are the geographic 作者: 不可救藥 時(shí)間: 2025-3-24 04:09
Abdullah Al Mamun,Mariano L. M. Heyden,Qaiser Rafique Yassery hand using natural language. Advances in Geographic Information Systems (GIS) and computer science in knowledge management may improve such rule handling. Knowledge has to be built on recent, accurate, consistent and complete information—when possible—to allow decision-makers to take relevant acti作者: 他姓手中拿著 時(shí)間: 2025-3-24 06:54 作者: avulsion 時(shí)間: 2025-3-24 11:06 作者: 終止 時(shí)間: 2025-3-24 15:07
Emir Ozeren Ph.D.,Zeki Ucar Ph.D.,Ethem Duygulu Ph.D.nologies. In addition to new competencies and the dynamic capability to adapt the competencies within a company, this dynamic and complex environment also leads to new leadership challenges. In an age of acceleration, managers have to juggle with different options and be agile. A pragmatic test, mea作者: Mercantile 時(shí)間: 2025-3-24 19:33
Judit Takácse the game changers within smart factories, and they will work with humans in indispensable teams within the value chain. With this fourth industrial revolution, classical production lines are going through comprehensive modernization, which is commonly oriented to in-the-box manufacturing. Humans a作者: Carcinoma 時(shí)間: 2025-3-25 00:10 作者: Tremor 時(shí)間: 2025-3-25 04:08
M. Paz Galupo,Courtney A. Resnicke the game changers within smart factories, and they will work with humans in indispensable teams within the value chain. With this fourth industrial revolution, classical production lines are going through comprehensive modernization, which is commonly oriented to in-the-box manufacturing. Humans a作者: canonical 時(shí)間: 2025-3-25 11:19 作者: Carbon-Monoxide 時(shí)間: 2025-3-25 13:01 作者: 吞吞吐吐 時(shí)間: 2025-3-25 15:49 作者: 法律 時(shí)間: 2025-3-25 20:14
Book 2016sexual and transgender employees, compared to other facets of workforce diversity, this book opens up new perspectives on this issue. Emphasis is placed on the equal consideration of gay, lesbian, bisexual, and transgender issues. Thus the predominance of lesbian and gay issues in LGBT research (and作者: 賞錢 時(shí)間: 2025-3-26 00:47 作者: 發(fā)誓放棄 時(shí)間: 2025-3-26 06:44
Transgender Rights in Canada: Legal, Medical and Labour Union Activities,are there provisions to cover medical and surgical procedures not covered by the state, or for paid leave while surgical procedures are taking place. Many unions have identified these issues as important in upcoming rounds of collective bargaining.作者: Mercurial 時(shí)間: 2025-3-26 11:08 作者: 瑪瑙 時(shí)間: 2025-3-26 16:41 作者: Grasping 時(shí)間: 2025-3-26 18:38
I Am the Man for the Job: The Challenges of Coming Out as a Female-to-Male Transgender in the Indiaed to sexual minorities and gender non-conformity during the colonial encounter further reduces the chances of acceptance and affirmation in the public sphere, including the workplace. There is limited documentation of workplace experience of transgender persons in India; to add to this, we do not h作者: MIRE 時(shí)間: 2025-3-26 21:15 作者: Infant 時(shí)間: 2025-3-27 03:03 作者: 費(fèi)解 時(shí)間: 2025-3-27 07:37
Female-to-Male (FtM) Transgender Employees in Australia,n rights law, and Australian national and state laws. However, there is a lack of employment-focused research on transgender people broadly, and Female to Male (FtM) transgender people particularly—existing studies typically focus on clinical concerns for MtF populations. This chapter reports on a 2作者: 占線 時(shí)間: 2025-3-27 10:04
,On the Necessity of Including Gender in Spain’s List of Prohibited Bases of Discrimination,f birth, race, sex, religion or opinion, while also prohibiting discrimination on any other personal or social circumstance. This policy framework is highly consistent with the historical moment and the socio-political context in which the Spanish Constitution was adopted, which meant a significant 作者: CLEAR 時(shí)間: 2025-3-27 15:25 作者: Allege 時(shí)間: 2025-3-27 20:54 作者: 心胸狹窄 時(shí)間: 2025-3-27 22:21
Transgender Individuals in Asian Islamic Countries: An Overview of Workplace Diversity and Inclusioociety where gender roles are already askew, transgender individuals face particular challenges. Such challenges have been underemphasized in the diversity management literature. In this chapter we discuss empirical evidence of transgender issues and how they are perceived in Asian countries, partic作者: 強(qiáng)有力 時(shí)間: 2025-3-28 02:45
Religious Workplaces: The Joys, Trials and Tribulations of LGBT Clergy,gy may therefore experience workplace issues very differently from their “management” counterparts in the for-profit business world. While there is a very small, predominantly qualitative, literature on the personal experience of sexual and gender minority clergy, there is almost no available writin作者: Acupressure 時(shí)間: 2025-3-28 07:23 作者: separate 時(shí)間: 2025-3-28 10:38 作者: 偏離 時(shí)間: 2025-3-28 17:21 作者: 我邪惡 時(shí)間: 2025-3-28 22:39
Gay Men and Male-to-Female Transgender Persons in Chile: An Exploratory Quantitative Study on Stigmon on their happiness and social well-being. Against this background this study has three aims: to describe the sociodemographic profile of Chilean gay men and male-to-female (MtF) transgender population; to describe the levels of stigma and discrimination using the Subjective Scale of Stigma and Di作者: anticipate 時(shí)間: 2025-3-28 23:18 作者: 良心 時(shí)間: 2025-3-29 04:23 作者: 多山 時(shí)間: 2025-3-29 10:53 作者: 煤渣 時(shí)間: 2025-3-29 13:52
,Daily Work Out?!: The Relationship Between Self-Representation, Degree of Openness About One’s Gay tic view of individual differences, however, has been neglected. In order to develop a deeper understanding of the handling of one’s own sexual identity in the workplace with regard to the dimensions of attitude and behavior, this chapter allows quantitative statements about the relationship between作者: LIMIT 時(shí)間: 2025-3-29 16:27
ersity in organizations can now find different perspectives Over the last decade workforce diversity has attracted much scientific attention. Given the shortage of literature on issues related to homosexual, bisexual and transgender employees, compared to other facets of workforce diversity, this bo作者: 相互影響 時(shí)間: 2025-3-29 22:53
Transgender Individuals in Asian Islamic Countries: An Overview of Workplace Diversity and InclusioIslamic countries de-emphasize the gender criteria when hiring, as well as in commonplace operations, to enrich the institutional human capital and, ultimately, work performance. We develop a future research agenda for informing individuals, organizational leaders, and policy makers concerning transgender issues.作者: 打谷工具 時(shí)間: 2025-3-30 00:40 作者: 一窩小鳥 時(shí)間: 2025-3-30 06:05
Katina Sawyer Ph.D.,Christian Thoroughgood Ph.D.,Jennica Webster Ph.D.etherlands, and the number of papers was large (over 30). All papers in this book have been peer reviewed. They were selected from those prese978-1-4419-4342-2978-0-387-69312-5Series ISSN 1868-4238 Series E-ISSN 1868-422X 作者: Agnosia 時(shí)間: 2025-3-30 08:25 作者: 冷漠 時(shí)間: 2025-3-30 12:43 作者: 反感 時(shí)間: 2025-3-30 18:30 作者: 較早 時(shí)間: 2025-3-30 22:19
I Am the Man for the Job: The Challenges of Coming Out as a Female-to-Male Transgender in the Indiar identity at work. We probe how gender liminality coexists with reification of gender binary in the process of transition and coming-out in the Indian organizational context. Based on insights from literature, we argue that the individual agency combines with contextual factors to structure the wor作者: MEET 時(shí)間: 2025-3-31 01:13 作者: HAIL 時(shí)間: 2025-3-31 07:28 作者: 確保 時(shí)間: 2025-3-31 10:10
,On the Necessity of Including Gender in Spain’s List of Prohibited Bases of Discrimination,tem. It has been a building block in extensive case law at the Spanish Constitutional Court, although it has sometimes been the subject of contradictory cases and controversial political debates. However, obstacles in the fight against discrimination in Spain remain, especially in those areas where 作者: 拋射物 時(shí)間: 2025-3-31 14:07 作者: 百科全書 時(shí)間: 2025-3-31 20:58
Religious Workplaces: The Joys, Trials and Tribulations of LGBT Clergy,religious and political developments leading to the acceptance of gay and lesbian clergy within these congregations, the chapter concludes with a review of the major theoretical approaches that can be applied to future inquiries focusing on broadening our understanding of LGBT clergy workplace exper作者: Brochure 時(shí)間: 2025-4-1 00:37
Discrimination and Marginalization of LGBT Workers in Thailand,ty is still lacking in most Thai workplaces, especially in the public sector. Hostile work environments, in the forms of gossip, insensitive jokes, slurs, insults, sexual harassment and violence, result in many LGBT workers opting out of gainful employment for more accepting jobs that often offer lo作者: Antimicrobial 時(shí)間: 2025-4-1 05:39
Silence Speaks in the Workplace: Uncovering the Experiences of LGBT Employees in Turkey,, and pro-social) as being relevant and meaningful in explaining how LGBT individuals are silenced at work. The exploratory findings highlight the possible consequences of LGBT silence on work behavior. Additionally, the impact of sexual or gender minority status on perceived discrimination and the 作者: optional 時(shí)間: 2025-4-1 10:01 作者: LAPSE 時(shí)間: 2025-4-1 12:42 作者: HEED 時(shí)間: 2025-4-1 14:59 作者: MEET 時(shí)間: 2025-4-1 20:51
Experiences of Non-Heterosexual and Trans Youth on Career Choice and in the Workplace,trans youth experience their situation at work as more challenging than non-heterosexual youth. There are also gendered differences between non-heterosexual women and men, as well as between transfeminine and transmasculine respondents. Young people still have to face many challenges in heteronormat作者: 心胸開闊 時(shí)間: 2025-4-2 01:53
,Daily Work Out?!: The Relationship Between Self-Representation, Degree of Openness About One’s Gay ook place from mid-June until mid-September 2014. The findings show that a highly protective self-representation results in a less open attitude, while a mostly acquisitive self-representation involves a stronger sense of openness. Furthermore, a protective self-representation does not only affect a作者: triptans 時(shí)間: 2025-4-2 03:13
m of LGBT employees make in the workplace in different national and occupational contexts. Furthermore, the collection offers contextualized insights for evaluating and conceptualizing organizational initiatives aiming at a higher level of inclusion for LGBT employees.978-3-319-80611-2978-3-319-29623-4
