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Updated: Jul 10, 2026

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The HoneyComb Paradigm for Research on Collective Human Behavior
Published on: January 19, 2019
就业股权集团在纳入和承诺CAF方面的经验和承诺
Jennifer M Peach1, Joelle Laplante1, Kayla Boileau1,2
1Department of National Defence, Director General Military Personnel Research and Analysis, Ottawa, ON, Canada.
Frontiers in psychology
|May 30, 2024
概括
加拿大武装部队 (CAF) 中代表性不足的群体体体验的包容性较低. 然而,包容性对所有成员的职业满意度,承诺和留守有重大影响,无论代表性如何.
科学领域:
- 组织心理学 组织心理学
- 劳动社会学工作的社会学.
- 多样性和包容性研究 研究多样性和包容性研究
背景情况:
- 加拿大武装部队 (CAF) 必须遵守"就业公平法",解决妇女,土著人民,残疾人 (PwD) 和种族化的成员的障碍.
- 降低寻求股权的群体就业障碍是CAF的首要任务.
- 了解CAF内部不同群体的包容和保留动态对于有效的政策实施至关重要.
研究的目的:
- 调查CAF内部各个群体之间的包容 (关系,组织包容,微型攻击) 和保留 (工作满意度,承诺,离开意图) 的差异.
- 确定包容感在多大程度上预测了与保留相关的措施.
- 分析数字代表和边缘化身份的数量对包容和保留的影响.
主要方法:
- 分析了2022年"你的意见很重要"调查数据,其中包括4,483名常规部队成员.
- 过度采样代表性不足的群体,以确保可靠的分析.
- 针对特定群体的包容和保留措施的比较:土著,PWD,种族化,妇女 (非少数群体地位) 等.
主要成果:
- 在CAF中代表性较低的群体报告了较低的包容性得分,与代表性更高的群体相比.
- 边缘化身份的数量与包容性相关,但与保留措施无关.
- 虽然观察到保留的某些群体差异 (例如,女性比其他指定的群体得分更有利),但包容性措施预测所有群体的保留均等.
结论:
- 较低的代表性与CAF内部特定群体的包容感降低相关.
- 培养包容感是影响所有CAF成员工作满意度,承诺和留职的关键因素.
- 增强包容性的有针对性的策略对于改善各种军事群体的保留是必不可少的.
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