| Abstract [eng] |
The UNESCO Declaration states that cultural diversity is essential to humanity, just as biodiversity is essential to nature. Global changes — the growth of the international business, rising employee mobility, intercultural cooperation, and migration — have led to increasing heterogeneity, affecting countries and companies confronted with a gradually more culturally diverse workforce. Researchers agree that cultural diversity presents challenges and opportunities for organizations. Organizational innovativeness is one of the potential opportunities; thus, this topic has received increasing attention from researchers; however, research has not yet produced consistent results. Moreover, research focuses mainly on the impact of cultural diversity on innovativeness rather than on the management of cultural diversity, which is crucial to mitigate the challenges and reap the opportunities and benefits of diversity. The dissertation aims to substantiate the relations between cultural diversity management and organizational innovativeness. Based on the theoretical analysis, a model of the relations between cultural diversity management and organizational innovation was developed and tested in the empirical research. A qualitative study was conducted, and a multi-case analysis strategy was selected. Data were collected using expert surveys, web content analysis and interviews, and processed by content analysis using the NVivo software. |
