The influence of ethnic identity on perceptions of organizational recruitment

By Sandra S. Kim, Michele J. Gelfand. 2003

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Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict (2013, unknown): “Having organizational recruitment practices that exclusively target building a multicultural workforce also leads to employees' perceptions of a positive diversity climate (Kim and Gelfand, 2003).”
Assessing the Multigroup Ethnic Identity Measure for Measurement Equivalence Across Racial and Ethnic Groups (2007, background): “Consequently, many have adopted it in organizational (e.g., Avery, 2003a; Chrobot-Mason, 2004; Kim & Gelfand, 2003) and nonorganizational (e.g., Lee & Yoo, 2004) research alike.”
Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions (2013, background): “Prior authors (e.g., Kim & Gelfand, 2003) have argued in-group orientation operates via a similar process.”
UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM (2007, methodology): “We used five items similar to those in previous studies (e.g., Avery, Hernandez, & Hebl, 2004; Kim & Gelfand, 2003 ) to assess participants’ perceptions of their organization’s value of diversity.”
Employee recruitment: Current knowledge and important areas for future research (2008, unknown): “Kim and Gelfand (2003) found that students with a higher level of ethnic identity reacted more positively to a diversity initiative contained in a recruitment advertisement.”