Diversity in organizations: Where are we now and where are we going?

By L. Shore, Beth G. Chung-Herrera, M. Dean, K. Ehrhart, Don I. Jung, Amy E. Randel, Gangaram Singh. 2009

624 citations recorded by the source corpus.

Subfields: Gender Studies, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/073b4e3b52ec91005bb6ff712dee924ab96ebc35

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Beth G. Chung
2. L. Shore
3. M. Dean
4. Carol T. Kulik
5. Gangaram Singh
6. Muhammad Ali
7. I. Metz
8. Amy E. Randel

In Public Administration

1. M. Dean
2. L. Shore
3. Gangaram Singh
4. Amy E. Randel

In Sociology and Political Science

1. Beth G. Chung
2. M. Dean
3. Carol T. Kulik
4. L. Shore
5. Gangaram Singh
6. Amy E. Randel

Citations in the corpus

• The gender diversity–performance relationship in services and manufacturing organizations (2011, background): “Furthermore, empirical research has found inconsistent results, indicating that diversity can be either good or bad for businesses (for reviews, Jackson, Joshi and Erhardt 2003; Svyantek and Bott 2004; Van Knippenberg and Schippers 2007; Shore et al. 2009).”
• Skilled migrants' career capital as a source of competitive advantage: implications for strategic HRM (2015, neutral): “…researchers (i.e. race, gender, age, disability, q 2014 Taylor & Francis *Email: jelenaz@yorku.ca http://dx.doi.org/10.1080/09585192.2014.981199 D ow nl oa de d by [ Y or k U ni ve rs ity L ib ra ri es ] at 1 0: 26 0 5 Ja nu ar y 20 15 sexual orientation and national origin; Shore et al., 2009).”
• Managerial Gender Diversity and Firm Performance (2016, neutral): “…about the positive and negative consequences of gender diversity for firm performance have been inconclusive, and the majority of prior research has focused on the group level of analysis (Cox, 1993; Milliken & Martins, 1996; Shore et al., 2009; Webber & Donahue, 2001; Williams & O’Reilly, 1998).”
• Diversity, organizational commitment and organizational citizenship behavior: An organizing framework (2012, background): “Conversely, failure to manage diversity can lead to conflict and dysfunctional behavior which can have severe consequences for the organization (Earley, 1993; Shore et al., 2009; Tsui, Egan, & O'Reilly, 1992).”
• Inclusion and Diversity in Work Groups: A Review and Model for Future Research (2011, background): “Keywords: inclusion; diversity; work group; exclusion; optimal distinctiveness theory Diversity research in the past was dominated by a focus on the “problems” associated with diversity, such as discrimination, bias, affirmative action, and tokenism (Shore et al., 2009).”