Suchergebnisse

Given the emergence of a new rhetoric in the field of diversity, which replaces the term diversity with the term inclusion, this study comparatively investigates the meanings of diversity and inclusion in organizations. The findings of Study 1, which used a qualitative methodology to explore the construct definitions and to derive a measure of attributes to support diversity and inclusion, revealed conceptually distinct definitions. The reliability and factor structure of the scale was evaluated in Study 2 and cross-validated in Study 3. The results supported a five-factor model of diversity and inclusion and suggest a distinction between the concepts, although the terms may not describe separate types of work environments but different approaches to diversity management.

Given the scarcity of empirical research on the impact of diversity on organizational performance, the authors used longitudinal data for 100 firms to test hypotheses related to the effects of diversity reputation and leader racial diversity on firm financial outcomes. The results showed a positive relationship between diversity reputation and book-to-market equity and a curvilinear, U-shaped relationship among leader diversity and revenues, net income, and book-to-market equity. The analyses suggest that economic benefits generated from diversity reputation may primarily derive from capital rather than product markets. Furthermore, firm performance declines with increases in the representation of racial minorities in leadership up to a point, beyond which further increases in diversity are associated with increases in performance.

Within the context of climate strength, this simulation study examines the validity of various dispersion indexes for detecting meaningful relationships between variability in group member perceptions and outcome variables. We used the simulation to model both individual-and group-level phenomena, vary appropriate population characteristics, and test the proclivity of standard and average deviation, interrater agreement indexes (rwg, r*wg, awg), and coefficient of variation (both normed and unnormed) for Type I and Type II errors. The results show that the coefficient of variation was less likely to detect interaction effects although it outperformed other measures when detecting level effects. Standard deviation was shown to be inferior to other indexes when no level effect is present although it may be an effective measure of dispersion when modeling strength or interaction effects. The implications for future research, in which dispersion is a critical component of the theoretical model, are discussed.