For effective organizational management, it would be necessary to consider the characteristics and values of organizational members, and to have the management strategy suitable for them. Under this context, this study pays attention to the diversity of human resources

that has been actively discussed recently. Considering the diversity of human resources in the government organization might be an important aspect that could be directly connected with the achievement of governmental performance. As there have been approaches to the diversity management in the level of government innovation such as balanced personnel matters and the establishment of inclusive culture, this study aims to understand the actual status of diversity management in government organization in the theoretical/realistic level, and to examine how the diversity should be managed to achieve the effective performance. Concretely, this study was performed based on the three logics as followed, and the main contents and key results could be examined accordingly.
First, this study conceptualized the diversity of human resources and then created a diversity map of Korea. This map was created considering diversity in the level of organization as the concept of diversity conditionally composed, and the diversity in the level of individual as the diversity related to the personal characteristics that should be respected as individual human beings, in the level between them. The conceptual category as the cultural characteristics that could occur by interactions between organization and individual was composed. The conditional composition reflected the interest of the organization while the cultural characteristics reflected the differences and similarities between groups. And the respect for the individuality reflected the interest in the characteristics of individuals. Within this diversity of human resources spectrum, this study aims to define diversity as ''the characteristics of individuals related to both external aspect and internal aspect''. The characteristics include differences and similarity compared to others. Based on the defined concept of diversity, this study considers total three types of diversity such as the social category diversity in accordance with the innate socio demographic characteristics standard, the informational diversity that could form cultures in accordance with the acquired characteristics of individuals, social relationships, and backgrounds, and the value diversity with the most personal, subjective, and internal attributes. Also, in order to set up the perspective and direction of management, it is necessary to review if the Korean society has established diversity good enough to consider this in the social/institutional level. Thus, this study understands the current status of diversity level targeting the government organization, and created a diversity map.
Second, this study systematized the theories of diversity management, and also analyzed the trend of diversity management system of Korea. Considering the fact that the diversity management could be different according to time and scope, the diversity management was divided into three categories(justice-oriented diversity management, balance-oriented diversity management, inclusion-oriented diversity management). Concretely, the ''justice-oriented diversity management'' focuses on the stage of securing human resources in the compensatory perspective on the existing discrimination. The ''balance-oriented diversity management'' is the managerial perspective for contributing to the organizational performance. This is done by recruiting diverse members representing the members of society in balance, securing human resources, and managing the overall processes of development and maintenance afterwards. The ''inclusion-oriented diversity management'' is based on a premise that the existence and life of diverse members in an organization is respected. Also the lifestyle as members of organization, organizational structure, and organizational culture could be changed in accordance with the personal characteristics. The organizations could take action in the institutional/non-institutional dimension according to the level of diversity. Therefore, by interpreting the drawn categories of diversity management in a ''strategic'' perspective as to cope with in the organizational dimension, it was conceptualized(justice-oriented diversity management strategy, balance-oriented diversity management strategy, inclusion-oriented diversity management strategy) as each diversity management strategy.
Third, this study empirically analyzed the effects of diversity of human resources in government organization on the performance. This study examines the direct effects of diversity(demographic diversity, informational diversity, value diversity) of human resources on the normative performance and real performance of organization. Also verified the moderating effects of diversity management strategies(justice-oriented diversity management strategy, balance-oriented diversity management strategy, inclusion-oriented diversity management strategy) and the openness of diversity on those direct influence relationships. For the concrete performance of this study, the data was collected through a direct survey targeting the central government, and concretely, the frequency analysis, factor analysis, correlation analysis, multiple regression analysis, and moderated regression analysis were conducted. Such results of this study have important implications in the theoretical/institutional aspect as follows. First, this study intuitively puts together the realistic level of diversity by systematizing the concept of diversity discussed before, and then drawing the diversity map. Second, as a precedent research discussing the diversity in the level of central government, this study drew the strategies for organizations to manage the diversity based on a certain value and approach method. Third, contrary to the existing approaches that is used to discuss the diversity management methods in organization in the institutional level, this study comprehensively discussed the members'' receptive attitude in more extensive level. Fourth, in the aspect of drawing the academic/institutional discussions of how to manage the influence of diversity for the effective performance management, this study could be used as the basic data for the materialization of the actual diversity management system in the future.