What Is Diversity and How Should It Be Measured

By David A. Harrison, Hock-Peng Sin. 2006

173 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/830163a7d2d5abf5a4a7ba4fccd11556193dbe8e

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Citations in the corpus

Does a different view create something new? The effect of employee diversity on innovation (2011, unknown): “Entropy is deﬁned as: This entropy index is a dual concept measure that includes the variety and balance of the categories (Junge, 1994; Harrison and Sin, 2006; Stirling, 2007).”
When and how do differences matter? An exploration of perceived similarity in teams (2008, background): “Before turning to our theory and hypothesis development, we want to clarify the types of diversity we examine in this study, because researchers often fail to clearly identify what they mean by diversity (Harrison & Sin, 2006; Harrison & Klein, 2007).”
Perceived diversity and organizational performance (2007, background): “Harrison and Sin (2006) point out several inconsistencies in diversity research and raise questions of how diversity is defined and what should be measured.”
Assessing the Impact of Nonresponse on Work Group Diversity Effects (2007, methodology): “Although the specific approaches to conceptualizing and measuring diversity vary (Harrison & Klein, in press; Harrison & Sin, 2005; Riordan, 2000), a fundamental assumption of all such measures is that they are based on complete attribute data (i.e., attribute information from each group member)…”
LEVEL AND DISPERSION OF SATISFACTION IN TEAMS: USING FOCI AND SOCIAL CONTEXT TO EXPLAIN THE SATISFACTION-ABSENTEEISM RELATIONSHIP (2007, background): “In general, researchers are advised to ground simultaneous examinations of team-level means and dispersion in relevant theory (Harrison & Sin, 2005).”
Work group diversity. (2007, background): “…members differ from each other, such as the standard deviation, Euclidian distance (Tsui et al. 1992), Blau (1977), and Teach-man (1980) indices, and the coefﬁcient of measures, see Harrison & Klein 2005, Harrison & Sin 2005), or simply by distinguishing groups with high versus low dispersion.”
Examining the Link Between Diversity and Firm Performance (2007, background): “Although the conceptual range of the index is 0 to 1, the actual range is dependent upon the number of categories ( k ) included in the calculation and is equal to ( k -1)/ k (Harrison & Sin, 2005).”