Gender Demography and Organization Performance

By Dwight D. Frink, R. K. Robinson, Brian J. Reithel, M. Arthur, Anthony P. Ammeter, Gerald R. Ferris, David Kaplan, H. Morrisette. 2003

146 citations recorded by the source corpus.

How researchers see this paper

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Human Resource Strategies to Manage Workforce Diversity (2005, background): “Frink et al. (2003) suggest an inverted U-shaped relationship between gender composition and performance that may vary by industry.”
Managerial Gender Diversity and Firm Performance (2016, unknown): “In addition, two studies examined the relationship between total employee gender diversity (including both managers and non-managers) and firm performance (Ali et al., 2011; Frink et al., 2003).”
Examining the Link Between Diversity and Firm Performance (2007, background): “For example, research has highlighted a relationship between gender diversity and organizational performance (Dwyer, Richard & Chadwick, 2003; Frink et al., 2003; Richard et al., 2004).”
Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this) (2012, background): “This point is illustrated in research by Frink et al. (2003), who demonstrate that increases in the representation of women in top positions are related to employee perceptions of organizational productivity and profitability only up to the point when men and women hold an equal proportion of jobs…”
The Role Of Context In Work Team Diversity Research: A Meta-Analytic Review (2009, background): “The authors noted that these findings may reflect the inability of organizations in male-dominated contexts to capitalize on the benefits of gender diversity (Frink et al., 2003).”