中文摘要：

人力资源多元化已经成为组织不可回避的事实,而传统的管理方式却倾向于忽视或消除员工之间的差异性,将其视为同质的个体,这虽然在一定程度上提升了效率,但却带来更多的问题,如冲突、不合作、核心员工离职等,从而影响组织目标的实现。因此,管理学领域的学者们开始探索如何对多元化的员工进行管理,以消除多元化的消极影响,发挥其积极作用。然而,尽管多元化管理实践迫在眉睫,理论界对其内涵的界定仍未达成共识,从而阻碍了多元化管理相关理论的发展和检验。基于此,本研究在对相关文献梳理的基础上,试图厘清多元化管理的内涵以及研究视角,并总结多元化管理的具体内容。最后,文章对多元化管理的未来研究方向及对中国企业的实践启示进行了探讨。

英文摘要：

Human resource diversity has become an inevitable fact in organizations.Traditional management tends to ignore or eliminate the differences among employees and view them as homogenous individuals. This may enhance efficiency, but would cause conflicts, non-cooperation and turnover of core employees, which impede the realization of organizational goals. Therefore, some researchers started to explore how to manage diversified employees. Although diversity management practices are urgent, researchers haven＇ t reached an agreement about the meaning of diversity managamcnt. This greatly hindered its theoretical development and examination. Thus, this paper tries to figure out the meaning and theoretical perspectives of diversity management based on reviewing existing literatures, and summarize the content of diversity management practices. In the end, this paper discusses about future research directions and practical implications for Chinese companies.