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A Positive Approach to Studying Diversity in Organizations
16 references·1 citing·46 second hop
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References

  • 1988Development and validation of brief measures of positive and negative affect: The PANAS scales.31,356 cited
  • 1954Nature of Prejudice15,933 cited
  • 2006A meta-analytic test of intergroup contact theory.8,919 cited
  • 2006When Work And Family Are Allies: A Theory Of Work-Family Enrichment3,820 cited
  • 1999Why Differences Make a Difference: A Field Study of Diversity, Conflict and Performance in Workgroups3,358 cited
  • 1999Exploring the Black Box: An Analysis of Work Group Diversity, Conflict and Performance2,970 cited
  • 2004Work Group Diversity and Group Performance: An Integrative Model and Research Agenda.2,900 cited
  • 2001Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes2,429 cited
  • 1991Asymmetrical effects of positive and negative events: The mobilization-minimization hypothesis.2,387 cited
  • 2006Work Group Diversity2,198 cited
  • 2006Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies2,029 cited
  • 2007The BIAS map: Behaviors from intergroup affect and stereotypes.2,011 cited
  • 1994Relationship between attitudes and evaluative space: A critical review, with emphasis on the separability of positive and negative substrates.1,771 cited
  • 2008Intersectional Invisibility: The Distinctive Advantages and Disadvantages of Multiple Subordinate-Group Identities

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1,683 cited
  • 2002Implicit and explicit prejudice and interracial interaction.1,566 cited
  • 2005Bicultural Identity Integration (BII): Components and Psychosocial Antecedents1,382 cited
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    • 2017Engaging diversity in academia: manifold voices of faculty19 cited