The Psychological Benefits of Creating an Affirming Climate for Workplace Diversity

By Donna Chrobot-Mason, Nicholas P. Aramovich. 2013

225 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/856aba37567080ced328e41bf9fcc060b34abe40

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. T. Ashikali
3. S. Groeneveld
4. A. Konrad
5. M. Alagaraja

In Organizational Behavior and Human Resource Management

1. Muhammad Ishtiaq Ali
2. T. Ashikali
3. S. Groeneveld
4. A. Konrad
5. M. Alagaraja

In Sociology and Political Science

1. Muhammad Ishtiaq Ali
2. T. Ashikali
3. S. Groeneveld
4. A. Konrad
5. M. Alagaraja

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): “…(Leck & Saunders, 1992; Yang & Konrad, 2011), 2) to create a climate where diversity is valued as contributing to organizational 8 performance (Chrobot-Mason & Aramovich, 2013; McKay, Avery, & Morris, 2008; van Knippenberg, van Ginkel, & Homan, 2013), and 3) to build a decision-making process…”
• Diversity management for all? An empirical analysis of diversity management outcomes across groups (2015, background): “Furthermore, previous research showed a positive relation between employees’ perceptions of a supportive work environment and employees’ organizational identification, which was consistent across gender and ethnic groups (Chrobot-Mason and Aramovich, 2013).”