Diversity research—what do we currently know about how to manage diverse organizational units?

Author(s):  
Eric Kearney ◽  
Sven C. Voelpel
Keyword(s):  
2018 ◽  
Vol 8 (3) ◽  
pp. 98-102
Author(s):  
Jyothi G. Nair ◽  
S. Raja

This paper attempts a scientometric analysis of literature in the field of genetic diversity in India over 5 years (2013-2017). A total of 1417 records and 5960 unique authors are identified. The study characterizes growth output, Authorship pattern, Collaboration pattern, Citation pattern, institutional status etc. Many of the publications have received worldwide attention of various researchers, policymakers, and planners. The number of papers was maximum in the year 2016. Average publication per year is 283. Multi-authored papers dominated over single authorship. The study was analysed by using HistCite software.


2013 ◽  
Vol 67 (3) ◽  
pp. 263-286 ◽  
Author(s):  
Pasi Ahonen ◽  
Janne Tienari ◽  
Susan Meriläinen ◽  
Alison Pullen

2009 ◽  
Vol 15 (5) ◽  
pp. 611-624
Author(s):  
Irene Ryan

AbstractInstitutionalised sport offers a context of ‘profitable margins’ for gender and diversity scholars in management and organisation studies to understand the intersections of different identity categories. Sport is about gendered bodies which are sorted into overt, pre-determined categories, such as sex, chronological age, ethnicity and disability. The storyline is illustrative of this as it traces a methodological journey and identifies three challenges that evolved in research aimed at exploring the intersections of gender and age in sport. It will discuss how further contributions can be made by placing self as the subject and object of the research through the use of the method known as memory-work. Memory-work is a method theoretically constructed as non-hierarchical, inclusive research. In this article this method is applied from an individual stance which created tensions and unexpected challenges. Despite its limitations memory-work opens up possibilities to those researchers wanting to adopt a multiple lens within gender and diversity research.


2018 ◽  
Vol 45 (3) ◽  
pp. 342-359 ◽  
Author(s):  
Ashley E. Martin ◽  
Michael S. North ◽  
Katherine W. Phillips

Both older individuals and women are proscribed from engaging in power-related behaviors, with women proscribed from behaving agentically and older individuals expected to cede desirable resources through “Succession.” However, little is known about whether these overlapping agency prescriptions equally target men and women across the lifespan. In seven studies, we find that older men face the strongest prescriptions to behave less agentically and cede resources, whereas older women are comparatively spared. We show that agency prescriptions more strongly target older men, compared to older women (Studies 1a, 1b, 2) and their younger counterparts (Studies 3 and 4) and examine social and economic consequences for agentic behavior in political, economic, and academic domains. We also find that older men garner more extreme (i.e., polarized) reactions due to their greater perceived resource threat (Studies 4-6). We conclude by discussing theoretical implications for diversity research and practical considerations for accommodating the fast-aging population.


2021 ◽  
pp. 104649642110448
Author(s):  
Jason D. Way ◽  
Jeffrey S. Conway ◽  
Kristen M. Shockley ◽  
Matthew C. Lineberry

There are conflicting findings in team diversity research on whether it is better for an individual on a team to be similar to or different from the rest of the team. This lab study with undergraduates completing a critical thinking and decision-making task uses optimal distinctiveness theory to examine the idea that finding a balance between these two states for team member personality will result in positive perceptions of team process. Our results supported this such that participants had the most positive perceptions of team process when optimally distinct from the rest of the team in terms of personality.


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