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Investigating diversity presents researchers with a paradox because extremely inconsistent and conflicting findings about the effects of diversity have emerged in this field of study. It has been argued that the theoretical frameworks used have contributed to the paradox. Different and contradictory effects concerning the influence of group diversity can be predicted using these frameworks. The purpose of this paper is to examine the application of the main theoretical frameworks in the context of researching diversity.

The focus of this paper is a critical examination of three theoretical frameworks in the field of diversity research – similarity‐attraction theory, social categorization theory and the information/decision‐making approach. These are commonly applied in researching diversity. The basic elements of each theory, its applications in diversity research and its strengths and limitations are considered.

The discussion suggests that the paradox in diversity research emerges from a research tradition that views the three frameworks as being best applied separately because each framework predicts different and even contradictory outcomes. These differences are a consequence of distinctive theoretical operations. In addition, the strengths and limitations associated with each theoretical framework suggest that they might be integrated and subsequently applied in specific settings according to their respective strengths and limitations.

In order to produce more consistent results in research on diversity, it is suggested that future researchers should not rely solely on a single theoretical framework to predict the effects of diversity. In particular, different theoretical frameworks may work well with certain types of diversity as well as certain levels of analysis.

The paper provides a framework for dissecting the diversity paradox and a foundation for designing fresh approaches that might produce findings that are more consistent.

The use of linear models has major limitations for accurately representing the true link between gender diversity and organizational performance. This study aims to explore two curvilinear models and tests which one – the U-shape or the inverted U-shape – best represents the gender diversity–performance link at two hierarchical levels: the board of directors and the workforce.

Both models are tested using data collected from a representative sample of Spanish educational organizations, which are dominated numerically by women, although women are still slightly underrepresented in managerial positions.

The results show the existence of an inverted U-shape and, therefore, the existence of a potential “optimal” level of gender diversity for both the board of directors and the workforce. While the highest performance by the board of directors is attained when the proportion of women and men is balanced in the workforce, the highest level of performance is attained when the proportion of women is greater.

There are hardly any studies simultaneously exploring the gender diversity–performance linkage at two hierarchical levels where the proportion of women/men is substantially different: the board of directors and the workforce. Thus, this study contributes to better know whether such relationship is dependent on the hierarchical position. It is important to know this because each level is related to different functions and tasks and shape a social status that can significantly influence performance.

This paper investigates the interaction effects of gender diversity and diversity beliefs on group-level personality fit (“collective personality fit”) and group organizational citizenship behavior (GOCB). It seeks to provide a sufficient understanding of the under-researched area, such as how group composition impacts group behavioral outcomes.

Data were collected from 453 employees and their leaders in 63 teams of Korean private sector firms using a moderated-mediation model.

This study found that high diversity beliefs can weaken the negative effects of gender diversity on collective personality fit and further enhance GOCB. The results confirm the moderated-mediation effect of diversity beliefs in the relationship between gender diversity and GOCB.

Management should realize that the negative effect of workforce diversity on GOCB can be reduced by boosting collective personality fit in the team. In this process, enhancing diversity beliefs may relieve the adverse effects on GOCB caused by workgroup gender differences.

This study develops a group-level model proposing that the interaction effects of gender diversity and high diversity beliefs enable a high level of collective personality fit, enhancing GOCB. It attempts to investigate the effects of gender diversity at the group level under boundary conditions.

Job-related diversity is significantly different from demographic diversity, referring to diverse skills, knowledge, and perspectives. Despite the significant relevance of diversity literature, researchers have paid relatively less attention to job-related diversity dimensions like functional, educational, and tenure diversity. This study aims to analyze the scattered job-related diversity literature and identify mediating, moderating, and outcome variables, including dominant theories, methodological practices, and statistical techniques that affect performance outcomes.

This paper consolidates the job-related diversity literature and conducts a systematic review to fill the research gap. This study undertook a systematic review of 101 articles on job-related diversity published between 1991 and 2020 in academic management journals.

This study has synthesized several theoretical frameworks and proposed an integrative framework of job-related diversity for future research and theory development. Conclusively, this study has highlighted the gaps, advanced the knowledge in job-related diversity, and suggested future research avenues and implications.

This study is the first systematic review of job-related diversity, which acknowledges the importance of job-related diversity literature. Job-related diversity has received significant attention in the crisis-like situation during COVID-19 to develop innovative ideas and decision-making from different perspectives.

The purpose of this paper is to extend the PROMETHEE method under typical hesitant fuzzy information for solving multi-attribute decision-making problem in which there is hesitancy among experts.

Different aggregation and distance functions were developed to deal with HFS. But it is rational that different operators applying in existing methods can produce different results. Also, it is difficult for decision makers to select suitable operators. To address the drawback, this paper develops the PROMETHEE method as an outranking approach to accommodate hesitant fuzzy information. Since the proposed method is constructed on the basis of the pair-wise comparisons, it is independent of the aggregation and distance functions.

To demonstrate the efficiency and accuracy of the proposed method, the authors provide a numerical example and a comparative analysis. The results indicate that outranking-based methods suggest a better ranking than the aggregation- and distance-based methods.

The proposed approach does not consider the hesitant fuzzy linguistic information decision-making problem.

The proposed approach can be applied in many group decision-making problems in which there is hesitancy among experts.

This paper proposes an extension on PROMETHEE method under hesitant fuzzy information, which has not been reported in the existing academic literature.

Much of the discussion of capacity to consent has focused on how capacity can be assessed. However, in focusing on the assessment of capacity of people with learning disabilities, information from studies of human judgement and decision‐making in the general population has been ignored. This paper reviews the main factors that affect an individual's capacity to consent and examines the integration of research into these factors in the general population with that of people with learning disabilities. A person's capacity to consent is considered to be affected by three main processes: comprehension (ability to understand and retain information), decision‐making (ability to weigh up information and reach a decision) and communication (ability to communicate the decision made). The difficulties people with learning disabilities may have in these processes are discussed, and possible ways of overcoming these limitations are suggested.

This study aims to investigate the accounting role’s deficiencies in managers’ decision-making processes.

The current research applies a critical review method, which along with a deductive approach – based on a library review of existing sources – examines the underlying causes for the deficiencies of accounting role in the decision-making process of managers; moreover, based on the results obtained, the current study proposes a structural model to explain the issue.

The results exhibit the inadequacies of the accounting role in the decision-making process of managers into three sections: “dilution of financial reporting information content,” “malpractice of accounting information providers” and “managers’ unwillingness to use accounting information.”

This research provides a new perspective on critical accounting studies for the accounting profession, policymakers and managers and invites them to examine the roles of accounting information in more depth and breadth.

This article is the first study that critically expounds upon the literature on the deficiencies of accounting role in the decision-making process of managers and presents these deficiencies in the form of a structural model from three different perspectives.

The purpose of this paper is to examine differences in team‐related behaviours, skills, attitudes and values on the part of female Arab students with different educational experiences.

A survey instrument was administered to two female Arab student groupings: one from a single‐gender, single‐nationality university (n=77), the second from a co‐educational, mixed nationality university (n=41). Based on a literature review, respondents were asked to recall their most recent team experience and respond to a number of items relating to team member demographics, team performance and individual team‐related behaviours and attitudes.

The findings show significant differences between the two groups in relation to individual behaviours and attitudes to teamwork, and in reports of team performance. Those students working in homogenous teams reported healthier levels of team performance, and a more positive attitude to working in teams. However, they were also found to be significantly more likely to engage in behaviours detrimental to effective team functioning, such as hiding true voice and changing views to accommodate the team, and expressed lower preference for working in heterogeneous teams.

Given the multi‐cultural and mixed gender nature of (much of) the workplace within the Gulf region, and government policy aimed at increasing the number of females active in the workforce, the observed differences in team behaviours and attitudes have implications for both education policy and the development of teamworking skills, and workplace management, in terms of employee recruitment, selection and placement, socialisation and training.

Females are playing an increasing role in the workforce of many Arab nations. However, to date little research has been carried out into the work‐related values and attitudes of Arab females. This is especially so in the area of working in multi‐cultural and mixed gender teams. The present paper helps address this gap.

The purpose of this paper is to research attribute reduction and decision making by gray dual‐information, taking into account the attribute reduction of attribute decision unknown for the interval gray numbers.

The authors obtain the attribute weights considering the consistency of experts’ judgment matrixes and the decision matrixes with gray information. They propose some experts’ attribute reduction ideas based on interval gray numbers of rough set. With the help of experts’ decision information, they consider attribute uncertainty ratio and attribute value ratio to reduce attribute. Finally, a numerical example shows its feasibility.

Some experts’ attribute reduction ideas are proposed based on interval gray numbers of rough set. With the help of experts’ decision information, attribute uncertainty ratio and attribute value ratio to reduce attribute can be considered.

Attribute reduction is keeping classified information systems under the same conditions and deleting redundant and irrelevant or unimportant attributes in order to solve the problem of decision making. This paper considers the attribute reduction based on gray dual‐information.

Examines the nature of cross‐functional integration in the introduction of new products in a large industrial distributor. Using the paradigm of action science to effect a detailed case analysis, the investigation suggests that the approach to cross‐functional integration followed by researchers of new product development may not be the most useful way of conceptualizing and researching in a services setting. Specifically, the extent to which shared information, decision‐making agreement and decision‐making authority agreement are indicative of integration is questionable – particularly if investigated using survey research.