UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM

By Derek R. Avery, Patrick F. McKay, David C. Wilson, Scott Tonidandel. 2007

194 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/7ee5625ccad3050077dc1482d3fe63433ea6fa7d

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

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Inclusion and Diversity in Work Groups: A Review and Model for Future Research (2011, background): “Avery et al. (2008) examined the role of perceived inclusion in moderating the positive relation between seniority and intent to remain. Across three samples, there were fewer differences between lowand high-seniority employees in intent to remain when perceived inclusion was high. A recent study by”
Transformational and passive avoidant leadership as determinants of absenteeism (2012, background): “Many studies have focused on worker attributes such as race (Avery et al., 2007), attitudes such as job satisfaction (Harrison et al.”
Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate (2010, background): “In this way, an organization’s investment in diversity-related initiatives should have the effect of sending a visible and salient signal to employees that the organization is committed to achieving and leveraging diversity (Avery et al. 2007).”
Diversity in organizations: Where are we now and where are we going? (2009, background): “These include social identity and relational demography (Avery, McKay, & Wilson, 2007; Ostroff et al., 2004), organizational demography (Zenger & Lawrence, 1989), social categorization, information and decision making (Ely, 2004), career development (Finkelstein, Allen, & Rhoton, 2003), uncertainty…”
Social identity patterns in culturally diverse organizations: The role of diversity climate (2012, unknown): “A lack of appreciation has been related to absenteeism among minority members (Avery, McKay, Wilson, & Tonidandel, 2007), suggesting lower organizational identiﬁcation.”
Perceived workplace racial discrimination and its correlates: A meta‐analysis (2015, background): “A healthy diversity climate is one where the organization cares about diversity and strives to create an inclusive environment for all (Avery et al., 2007; Mor Barak et al., 1998; Triana et al., 2010).”
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).”