Why Organizational and Community Diversity Matter: Representativeness and the Emergence of Incivility and Organizational Performance

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Entrepreneurial alertness as a pathway to strategic decisions and organizational performance (2018, methodology): “However, the use of self-report data in this type of research is not at all unprecedented (e.g. King et al., 2011).”
Gone Fishing: I–O Psychologists' Missed Opportunities to Understand Marginalized Employees' Experiences With Discrimination (2013, background): “Other researchers also reinforce that demography of communities matter in terms of the incivility displayed in organizations (King et al., 2011) and the fact that diverse employees who have same-race supervisors report decreases in perceived discrimination (Avery et al.”
Skilled migrants' career capital as a source of competitive advantage: implications for strategic HRM (2015, background): “…that matching organizational demographic group proportions to be representative of the community where it is located D ow nl oa de d by [ Y or k U ni ve rs ity L ib ra ri es ] at 1 0: 26 0 5 Ja nu ar y 20 15 is one way to positively influence organizational performance (e.g. King et al., 2011).”
Migrant and ethnic diversity, cities and innovation: Firm effects or city effects? (2015, background): “Individuals can subconsciously favour members of their own ethnic group, resulting in sub-optimal decision making (King et al., 2011).”