Context matters: Diversity's short- and long-term effects in fortune's "best companies to work for"

被引：15

作者：

Julian, Scott D. ^{[1
]}

Ofori-Dankwa, Joseph C. ^{[2
]}

机构：

[1] Wayne State Univ, Mike Ilitch Sch Business, Detroit, MI USA

[2] Saginaw Valley State Univ, Univ Ctr, Coll Business & Management, Saginaw, MI USA

来源：

STRATEGIC MANAGEMENT JOURNAL | 2017年 / 38卷 / 07期

关键词：

racial diversity; firm performance; Best Companies to Work For; value congruence; diversimilarity; PERSON-ORGANIZATION FIT; FIRM PERFORMANCE; RACIAL DIVERSITY; VALUE CONGRUENCE; MODERATING ROLE; STRATEGIC MANAGEMENT; GENDER DIVERSITY; MODEL; CULTURE; IMPACT;

D O I：

10.1002/smj.2576

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Research summary:Previous research has examined the racial diversity-productivity relationship in corporations with an evident high commitment to minority programs, Fortune's Best Companies for Minorities. To assess generalizability, we replicate this research using a different context of high organizational-employee value congruence, Fortune's Best Companies to Work For. We are not able to find evidence for the curvilinear relationships previously found, but do uncover a linear negative relationship between racial diversity and short-run performance. Managerial summary:Using Fortune's Best Companies for Minorities, previous research found that racial diversity affected both firm productivity and Tobin's q. To see if we could find these results in a different group of firms, we replicate this research using a sample drawn from Fortune's Best Companies to Work For. The former sample is distinguished by high commitment to minority programs, while the one used here stresses high congruence of values between the organization and all its employees. We are unable to replicate the relationships previously found, however, but do find that increasing racial diversity had a negative effect on firm productivity. Copyright (c) 2016 John Wiley & Sons, Ltd.

引用

页码：1557 / 1565

页数：9

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