Board Diversity in the United Kingdom and Norway: An Exploratory Analysis

By Johanne Grosvold, Stephen Brammer, Bruce A. Rayton. 2007

137 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/71617d094accc0e4d8309d129e75e703f77adb4f

How researchers see this paper

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

In Accounting

1. Muhammad Ishtiaq Ali
2. Abdullah Al Mamun
3. Yin Lu Ng
4. I. Ahmed
5. Qaiser Rafique Yasser

In Gender Studies

1. Muhammad Ishtiaq Ali
2. Abdullah Al Mamun
3. Yin Lu Ng
4. I. Ahmed
5. Qaiser Rafique Yasser

In Organizational Behavior and Human Resource Management

1. Muhammad Ishtiaq Ali
2. Abdullah Al Mamun
3. Yin Lu Ng
4. I. Ahmed
5. Qaiser Rafique Yasser

Citations in the corpus

• Board Age and Gender Diversity: A Test of Competing Linear and Curvilinear Predictions (2014, background): “gender diversity refutes stakeholder concerns that high female representation will deteriorate board quality (Grosvold et al., 2007).”
• Corporate Social Responsibility and Gender Diversity: Insights from Asia Pacific (2017, methodology): “For example, CSR has been shown to have a positive impact through providing better access to valuable resources (Waddock & Graves, 1997), attracting and retaining higher quality employees (Greening & Turban, 2000), allowing for better marketing of products and services (Fombrun, 1996), creating unfo”
• Gender Diversity in the Boardroom and Firm Performance: What Exactly Constitutes a “Critical Mass?” (2012, unknown): “As Grosvold et al. (2007) stress, the institutional and cultural context might be of importance when analyzing board diversity and its effects.”