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The Holistic Approach to Diversity Management: HR Implications
16 references·0 citing·53 second hopsampled
The Holistic Approach to Diversity Management: HR Implications (2009)The Holistic Approach to Diversity Manage…Unlocking the Benefits of Diversity (2008)Unlocking the Benefits of Div…Superman or the Fantastic Four? knowledge combination And experience in Innovative Teams (2006)Superman or the Fantastic Fou…Team Diversity and Information Use (2005)Team Diversity and Informatio…Person–organization fit and the war for talent: does diversity management make a difference? (2005)Person–organization fit and t…Location-Level Links Between Diversity and Innovative Climate Depend on National Power Distance (2005)Location-Level Links Between …Diversity and Homophily at Work: Supportive Relations Among White and African-American Peers (2005)Diversity and Homophily at Wo…Community Matters: Realistic Group Conflict Theory and the Impact of Diversity (2005)Community Matters: Realistic …Reactions to diversity in recruitment advertising--are differences black and white? (2003)Reactions to diversity in rec…Linking top management team age heterogeneity to firm performance: juxtaposing two mid-range theories (2002)Linking top management team a…Pride, prejudice and performance: relations between HRM, diversity and performance (2001)Pride, prejudice and performa…THE AFFIRMATIVE ACTION STIGMA OF INCOMPETENCE: EFFECTS OF PERFORMANCE INFORMATION AMBIGUITY. (1997)THE AFFIRMATIVE ACTION STIGMA…Building a business case for diversity (1997)Building a business case for …APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION (1997)APPLICANT PERSONALITY, ORGANI…A LONGITUDINAL INVESTIGATION OF THE RELATIONSHIPS BETWEEN JOB INFORMATION SOURCES, APPLICANT PERCEPTIONS OF FIT, AND WORK OUTCOMES (1997)A LONGITUDINAL INVESTIGATION …Person–Organization Fit, Job Choice Decisions, and Organizational Entry (1996)Person–Organization Fit, Job …Sex Effects on Evaluation (1980)Sex Effects on EvaluationThe nature and causes of job satisfaction (1976)Handbook of Industrial and Organizational Psychology. (1977)Person–Organization Fit and Contextual Performance: Do Shared Values Matter (1999)A personality trait-based interactionist model of job performance. 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References

  • 1996Person–Organization Fit, Job Choice Decisions, and Organizational Entry1,697 cited
  • 1997Building a business case for diversity1,019 cited
  • 2006Superman or the Fantastic Four? knowledge combination And experience in Innovative Teams997 cited
  • 1997APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION830 cited
  • 2005Team Diversity and Information Use784 cited
  • 1997A LONGITUDINAL INVESTIGATION OF THE RELATIONSHIPS BETWEEN JOB INFORMATION SOURCES, APPLICANT PERCEPTIONS OF FIT, AND WORK OUTCOMES721 cited
  • 1980Sex Effects on Evaluation447 cited
  • 2008Unlocking the Benefits of Diversity407 cited
  • 2005Person–organization fit and the war for talent: does diversity management make a difference?325 cited
  • 2003Reactions to diversity in recruitment advertising--are differences black and white?249 cited
  • 1997THE AFFIRMATIVE ACTION STIGMA OF INCOMPETENCE: EFFECTS OF PERFORMANCE INFORMATION AMBIGUITY.244 cited
  • 2005Location-Level Links Between Diversity and Innovative Climate Depend on National Power Distance228 cited
  • 2005Community Matters: Realistic Group Conflict Theory and the Impact of Diversity194 cited
  • 2005Diversity and Homophily at Work: Supportive Relations Among White and African-American Peers192 cited

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  • 2002Linking top management team age heterogeneity to firm performance: juxtaposing two mid-range theories191 cited
  • 2001Pride, prejudice and performance: relations between HRM, diversity and performance190 cited
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