Increasing diversity as an HRM change strategy

By E. Kossek, Karen S. Markel, P. McHugh. 2003

108 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7a679f79c492f28d6e146e34a096d15f649582e2

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. Stephan A. Boehm
2. Heike Bruch
3. Florian Kunze
4. Barbara Griffin
5. Piers Bayl-Smith

In Organizational Behavior and Human Resource Management

1. Stephan A. Boehm
2. Heike Bruch
3. Florian Kunze
4. Barbara Griffin
5. Piers Bayl-Smith
6. H. Zacher

In Sociology and Political Science

1. Heike Bruch
2. Stephan A. Boehm
3. Florian Kunze
4. Barbara Griffin
5. Piers Bayl-Smith

Citations in the corpus

• Integrative Literature Review: Diversity Management Interventions and Organizational Performance:A Synthesis of Current Literature (2008, unknown): “Merely changing workforce demographics without properly designed organizational development interventions will likely produce more harm than good (Kossek et al., 2003).”
• Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict (2013, unknown): “In a study of workgroup heterogeneity, employees perceived a stronger diversity climate when their workgroup consisted of gender and race diversity than when their workgroup was homogeneous (Kossek et al., 2003).”
• Human Resource Strategies to Manage Workforce Diversity (2005, background): “Kossek, Markel and McHugh (2003) note the importance of identifying tipping points, defined by Kanter (1977) as having a sufficient critical mass of minorities in groups, for effectiveness in diversity change strategies.”
• Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity (2010, unknown): “Nonetheless, limited empirical research has focused on the role of the climate of diversity in organizations (cf. Avery, McKay, Wilson, & Tonidandel, 2007; Barak, Cherin, & Berkman, 1998, Kossek, Markel, & McHugh, 2003; McKay, Avery, Tonidandel, Morris, Hernandez, & Hebl, 2007).”
• Age Diversity, Age Discrimination Climate and Performance Consequences - a Cross Organizational Study (2011, background): “By doing so, we added to the stream of research on possible mediators and moderators that has emerged since Lawrence (1997) originated the definition of the ‘‘black box of organizational demography.”