The impact of diversity and equality management on firm performance: Beyond high performance work systems

By C. Armstrong, P. Flood, James P. Guthrie, Wenchuan Liu, S. MacCurtain, Thadeus F. Mkamwa. 2010

249 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/5a390976e00dd04f69e3841364d7b6b47aa4ed4d

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. Muhammad Ishtiaq Ali
2. Cheryl L. Maranto
3. Jenna R. Pieper
4. Hyuntak Roh
5. O. Richard
6. Juan Tomás
7. Jennica R. Webster
8. G. Adams

In Public Administration

1. Hyuntak Roh
2. Muhammad Ishtiaq Ali
3. Juan Tomás
4. A. Konrad
5. Juan A. Marin-Garcia

In Sociology and Political Science

1. Muhammad Ishtiaq Ali
2. Cheryl L. Maranto
3. Jenna R. Pieper
4. Hyuntak Roh
5. O. Richard
6. Jennica R. Webster
7. G. Adams
8. Christian N. Thoroughgood

Citations in the corpus

• Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management (2017, background): “However, our results are unique as we found support for the work-life programs–corporate social responsibility link, whereas Armstrong et al. (2010) found support for the relationship between DEM systems and each of the following performance measures: labour productivity, workplace innovation, and…”
• Deconstructing AMO framework: a systematic review (2016, background): “Similarly, our review protocol reveals that other authors have selected practices from the three dimensions to build a unitary bundle (e.g. (Armstrong et al., 2010; Bainbridge, 2015; Bal & De Lange, -1072- 2015; Choi, 2014; Sarikwal & Gupta, 2013).”
• Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, background): “Confronted with mistreatment and an incomplete patchwork of legal protections, many organizations have recognized the “social and economic imperative” (Day & Greene, 2008; King & Cortina, 2010) of offering LGBT-supportive policies (Armstrong et al., 2010).”
• The Link Between Diversityand Equality ManagementPractice Bundles and RacialDiversity in the ManagerialRanks: Does Firm Size Matter? (2013, background): “Finally, a DEM practice bundle will be more effective if it is integrated with and complements the overall human resource system (Armstrong et al., 2010).”