绘制神经分离个体和工作组织之间的差距
Vasundharaa S Nair1, Sudipt Kumar1, Sushant Bhargava1
1Jindal Institute of Behavioural Sciences, O. P. Jindal Global University, India.
Acta psychologica
|June 22, 2025
概括
本研究探讨了人力资源管理 (HRM) 中的神经多样性,确定了神经差异型员工的障碍和优势. 它提出了包容性工作场所的战略,增强多样性,公平性和包容性 (DEI).
科学领域:
- 组织心理学 组织心理学
- 人力资源管理 人力资源管理
- 神经多样性研究 神经多样性研究
背景情况:
- 现代工作场所需要先进的多样性,公平性和包容性 (DEI) 战略,超越传统的人才获取和保留.
- 将神经分离个体纳入劳动力队伍对于组织的适应能力和创新至关重要.
- 现有的人力资源管理 (HRM) 实践往往缺乏细微差别,无法有效支持神经分歧的员工.
研究的目的:
- 对HRM中神经多样性的文献进行范围审查.
- 在将神经差异化个体融入工作场所中发现关键差距.
- 提出可行的策略,促进包容性和适应性的组织环境.
主要方法:
- 对17项研究进行了全面的范围审查.
- 文献分析的重点是确定与神经分歧员工相关的障碍和优势.
- 系统地检查了影响工作场所整合的关键心理社会领域.
主要成果:
- 六个关键的心理社会领域揭示了重要的障碍,包括耻辱,恐惧和不充分的适应.
- 神经分歧的员工拥有宝贵的优势,如模式识别和创新解决问题的能力.
- 当前的人力资源管理实践往往采用基于赤字的方法,忽视了独特的神经分歧的贡献.
结论:
- 有细微差别的HRM实践是必不可少的,超越基于赤字的模型.
- 建议采取主动干预措施,如管理人员培训和量身定制的住宿.
- 促进神经差异化包容性工作场所需要文化转变和有针对性的研究来增强DEI.
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