Gender diversity in management and firm performance: the influence of growth orientation and organizational culture

By S. Dwyer, O. Richard, Ken Chadwick. 2003

491 citations recorded by the source corpus.

Subfields: Accounting, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3b6cf303f23b43c3f5e822cf2a476087bbb17505

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In Accounting

In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

The gender diversity–performance relationship in services and manufacturing organizations (2011, methodology): “Organizational performance was measured using an intermediate performance measure of employee productivity (Dwyer, Richard and Chadwick 2003 ; Richard et al.”
Does a different view create something new? The effect of employee diversity on innovation (2011, background): “This opens up discussions on management cultures in the firm in line with Dwyer et al. (2003) and how firms can manage diversity and use other strategies to broaden the cognitive scope of the firm, e.g. through collaboration.”
Women and Leadership (2017, background): “Dwyer, Richard, and Chadwick (2003) found that more women in the management ranks has a positive impact on firm financial performance in companies that demonstrate growth-orientation and have cultures that emphasize innovation, flexibility, and interaction.”
Ceo gender and firm performance (2013, background): “Dwyera et al. (2003) complements this information, finding that the impact of gender diversity on firm performance is dependent on the organizational context in which it resides and suggest that gender diversity in management should enhance performance for firms seeking growth.”
Board composition and corporate social responsibility in an emerging market (2016, background): “Gender diversity seems to enhance the supervising process (Molero, 2011), and should improve the performance of companies that are seeking growth (Krishnan and Parsons, 2008; Dwyera et al., 2003).”
Human Resource Strategies to Manage Workforce Diversity (2005, background): “A successful diversity strategy must address organizational culture change to create a work environment that nurtures teamwork, participation and cohesiveness – characteristics of a ‘collective’ (versus individualistic) organizational culture ( Dwyer, Richard & Chadwick, 2001 ).”