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Article
Publication date: 18 June 2018

Jennifer A. Harrison, Janet A. Boekhorst and Yin Yu

The purpose of this paper is to apply insights from the moral legitimacy theory to understand how climate for inclusion (CFI) is cultivated at the individual and collective…

Abstract

Purpose

The purpose of this paper is to apply insights from the moral legitimacy theory to understand how climate for inclusion (CFI) is cultivated at the individual and collective levels, thereby highlighting the influence of employee perceptions of inclusion-oriented high-performance work systems (HPWS) on CFI.

Design/methodology/approach

A multi-level conceptual framework is introduced to explain how employee perceptions develop about the moral legitimacy of inclusion-oriented HPWS and the subsequent influence on CFI.

Findings

CFI is theorized to manifest when employees perceive inclusion-oriented HPWS as morally legitimate according to four unit-level features. Employees with a strong moral identity will be particularly attuned to the moral legitimacy of each of the unit-level HPWS features, thereby strengthening the perceived HPWS and CFI relationship at the individual level. The convergence of individual-level perceptions of CFI to the collective level will be strongest when climate variability is low for majority and minority groups.

Practical implications

Organizations seeking to develop CFI should consider the role of HPWS and the perceived moral legitimacy of such systems. This consideration may involve policy amendments to include a broadened scope of HPWS.

Originality/value

This paper explores how employee perceptions of the moral legitimacy of HPWS can help or hinder CFI, thereby offering a novel framework for future inclusion and human resource management research.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 5
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 19 September 2016

Andri Georgiadou

The purpose of this paper is to provide an overview of the research presented at the 2016 Equality, Diversity and Inclusion (EDI) Conference in Nicosia, Cyprus.

1381

Abstract

Purpose

The purpose of this paper is to provide an overview of the research presented at the 2016 Equality, Diversity and Inclusion (EDI) Conference in Nicosia, Cyprus.

Design/methodology/approach

The report is based on six papers, of interest to Equality, Diversity and Inclusion readers, which were selected from the proceedings and presentations made at the conference. The papers vary in terms of research design, methodology and approach. There was a mix of conceptual/review papers and empirical studies, using both quantitative and qualitative methods.

Findings

The papers presented new directions on equality, diversity and inclusion research. Findings from exploratory papers indicated the need to develop an understanding of the notion of solidarity and the divisive and inclusive elements of the enactment of solidarity. Empirical studies reveal that women and people from black and minority ethnic communities continue to be excluded and marginalized, whereas there is a call for greater consideration of age in the social, economic, political and market arenas.

Originality/value

This report integrates unique insights on “Equality, Diversity and Inclusion and Human Rights in Times of Austerity”, as these were presented and discussed at the EDI 2016 Conference.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 35 no. 7/8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 23 June 2021

Alana E. Jansen and Ben J. Searle

While diversification within organisations is seen by many to be a strategic move, there is conflicting evidence about what makes diverse teams successful. The purpose of this…

2624

Abstract

Purpose

While diversification within organisations is seen by many to be a strategic move, there is conflicting evidence about what makes diverse teams successful. The purpose of this paper is to highlight a range of complex, and in some cases contradictory, research contributions towards several key areas of diversity within teams, and to propose a framework for integrating existing approaches and clarifying inconsistencies in this domain.

Design/methodology/approach

A literature review was conducted to explore several key areas of surface and deep-level diversity in teams, with the discussion included in this paper highlighting many of the inconsistencies and complexities associated with this research domain.

Findings

This review highlights the need for future research to look at the effects of surface and deep-level diversity simultaneously, over time, across multiple levels and with a broad range of contextual moderators, to examine their impact on a range of outcomes.

Originality/value

In order to account for the complexities within diversity research, the authors propose the use of the job demands-resources (JDR) model which suggests possible explanations for inconsistent findings and bridges the gap between commonly used theoretical perspectives.

Details

Personnel Review, vol. 50 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 18 October 2017

Mélia Djabi and Sakura Shimada

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary…

Abstract

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary literature analysis, thereby elaborating a conceptual framework concerning generational diversity. This framework consists of four levels of analysis (society, career, organisation and occupation) and three dimensions (age, cohort and event/period). We then conduct a meta-analysis using this conceptual framework to analyse papers from the management field. The results from this analysis reveal the existence of a diversity of generational approaches, which focus on the dimensions of age and cohort on a societal level. Four factors seem to explain these results: the recent de-synchronisation of generational dimensions and levels, the novelty of theoretical models, the amplification of stereotypes by mass media and the methodologies employed by researchers. In sum, this article contributes to a more realistic view of generational diversity in the workplace for both academics and practitioners.

Details

Management and Diversity
Type: Book
ISBN: 978-1-78635-489-1

Keywords

Article
Publication date: 25 May 2021

Dannii Y. Yeung, Xiaoyu Zhou and Sherry Chong

With a growing number of older workers in the labor force, cultivating an age-friendly working environment becomes increasingly important. Inspired by the job demands–resources…

2996

Abstract

Purpose

With a growing number of older workers in the labor force, cultivating an age-friendly working environment becomes increasingly important. Inspired by the job demands–resources (JD-R) model, this study aims to investigate whether the negative effects of perceived age discrimination (PAD) on work-related outcomes would be explained by job resources and demands.

Design/methodology/approach

A total of 333 Hong Kong Chinese employees aged 40 and above (M = 46.62, SD = 6.21; 60% female) completed an online survey that covered measures on workplace age discrimination, job resources and demands, work engagement, intention to stay and work strain.

Findings

PAD at work was associated with reduced job resources and increased job demands. The results of the mediation analyses showed support from supervisor and coworkers could account for the effects of PAD on work engagement and intention to stay, whereas emotional demand or workload could explain the effects of PAD on work engagement and work strain.

Practical implications

The findings of this research unveil the underlying mechanisms between age discrimination and work-related outcomes through job resources and job demands. Cultivating a supportive organizational climate toward older employees and offering awareness-based training programs are necessary to mitigate age biases in the workplace.

Originality/value

Building on the JD-R model, this study revealed the possible mechanism underlying the negative effects of PAD. Perceptions of age discrimination decrease older workers' job resources and increase their job demands, subsequently lower their work engagement and intention to stay and increase their work strain.

Details

Journal of Managerial Psychology, vol. 36 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 19 August 2020

Beth G. Chung, Michelle A. Dean and Karen Holcombe Ehrhart

This study examines whether inclusion values predict organizational outcomes through mediating effects of inclusive HR practices and investigates whether intellectual (human and…

1209

Abstract

Purpose

This study examines whether inclusion values predict organizational outcomes through mediating effects of inclusive HR practices and investigates whether intellectual (human and social) capital serves as a contingency variable in moderating the relationship between practices and outcomes.

Design/methodology/approach

Organizational-level data were collected from 79 senior-level executives. Hypotheses were examined via regression analyses and the product-of-coefficients approach was used to test for indirect and conditional indirect effects.

Findings

This study found a positive relationship between inclusion values and inclusive HR practices and between inclusive HR practices and organization-level outcomes. Inclusive HR practices mediated the relationship between values and outcomes and intellectual capital moderated the relationship between practices and outcomes, such that inclusive HR practices played a greater role in augmenting outcomes for organizations with lower intellectual capital.

Practical implications

Alignment of inclusion values and inclusive HR practices is important for organizational effectiveness, and inclusive HR practices are likely to play a particularly important role when an organization is relatively weak in intellectual capital.

Originality/value

This paper broadens the inclusion literature by using a macro-level lens to understand how organizational inclusion values and practices may relate to organizational outcomes. It also shows the importance of intellectual capital as a contextual variable in the inclusion practice to outcome relationship.

Details

Personnel Review, vol. 50 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 13 April 2015

Anselmo Ferreira Vasconcelos

The purpose of this paper is to examine some societal contemporary challenges that encompass both older workers and organizations likewise. Rather, it focusses especially on those…

3509

Abstract

Purpose

The purpose of this paper is to examine some societal contemporary challenges that encompass both older workers and organizations likewise. Rather, it focusses especially on those ones related to ageist mindset, myths and misinformation about that cohort of workers.

Design/methodology/approach

It draws on a literature review by first approaching the problem of ageism, given that it is a social phenomenon that, to a large extent, impairs mature workers by putting them aside, as well as disdains the value of their experience and knowledge. Second, it offers some counterarguments against such mindset by discussing positive aspects related to older workers in order to clarify the widespread myths and misinformation about them. Third, it depicts a conceptual framework composed of some challenging issues toward improving the workplaces for older workers.

Findings

It reassures that the broader challenges of dignifying older workers may be better addressed through initiatives such as acknowledgment and sensitivity; diversity; learning and development; legislation; wise leadership and HR policies; change; motivation; accommodation of different generations; and ethical and moral principles.

Practical implications

The majority of organizations have nowadays to handle with an aging workforce and, at the same time, keep their competitiveness. This scenario requires pertinent interventions and approaches in order to meet mature workers’ needs.

Social implications

It argues that age discrimination can be regarded as a bizarre human creation that requires the involvement of all sectors of society so as to get rid of it. As a result, the first decades of twenty-first century likely will place the additional challenge (perhaps it may be regarded as an opportunity) for building more humanized and spiritual workplaces. Further, it is very clear that an ageist behavior does not fit in such a view.

Originality/value

This paper examined some of the greatest problems related to aging workforce worldwide. In this sense, by reviewing the pertinent literature was possible to identify some challenges, integrate them into a conceptual frame and address their implications for organizations.

Details

Journal of Management Development, vol. 34 no. 3
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 13 July 2022

Qiao Xu, Guy Dinesh Fernando and Richard A. Schneible

The purpose of this study is to investigate the impact of the age diversity of the top management team (TMT) on firm performance and on the managerial ability of the TMT…

1205

Abstract

Purpose

The purpose of this study is to investigate the impact of the age diversity of the top management team (TMT) on firm performance and on the managerial ability of the TMT. Furthermore, this study investigates how the relationship between age diversity and firm performance is mediated by managerial ability and the contextual nature of the relationship.

Design/methodology/approach

This is an empirical study which uses regression analyses and mediation analyses to evaluate the hypotheses.

Findings

The authors observe a negative relationship between age diversity and firm performance and also between age diversity and managerial ability of the TMT. Further, the authors find that that the negative relationship between age diversity and firm performance is mediated by managerial ability. The authors also find that the relation between performance and age diversity is context specific – the negative relationship between age diversity and firm performance is ameliorated during times of financial crisis.

Social implications

In an environment where diversity is beginning to be valued, insights into the impact of different types of diversity on performance become important. Age diversity is a critical component of diversity. Therefore, insights into the impact of age diversity on performance will be of interest to managers, academics and even regulators.

Originality/value

To the best of the authors’ knowledge, this study is the first to evaluate the impact of age diversity on the market perception of firm performance of US firms using a large, comprehensive, multi-year data set. Furthermore, this is the only study to evaluate the impact of age diversity on managerial ability and show the mediating effect of managerial ability on the relationship between age diversity and firm performance.

Details

Review of Accounting and Finance, vol. 21 no. 4
Type: Research Article
ISSN: 1475-7702

Keywords

Article
Publication date: 23 March 2023

Loi Anh Nguyen, Rebecca Evan, Sanghamitra Chaudhuri, Marcia Hagen and Denise Williams

Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI…

2411

Abstract

Purpose

Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI) strategies. However, the conceptualization of inclusion and its impact on larger DEI efforts and the organization remains unclear, coupled with the organizations’ struggles to find ways to embrace and advance inclusion. Hence, the purpose of this study is to synthesize ways of inclusion conceptualizations and review empirical evidence related to inclusion.

Design/methodology/approach

The authors conducted a literature review using the method of scoping review coupled with topical cluster mapping techniques.

Findings

The authors captured three ways of inclusion conceptualizations and provided an overview of topic clusters related to inclusion and its measurement tools. The authors also proposed a path model of inclusion based on emerging empirical evidence related to inclusion in the workplace.

Originality/value

To the best of the authors’ knowledge, this is one of the pioneering efforts to provide a much-needed review of inclusion in the workplace, which provides guidance for further research and practice to fulfill the goal of inclusion for all in the current workplace.

Details

European Journal of Training and Development, vol. 48 no. 3/4
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 4 November 2013

Guido Hertel, Béatrice I.J.M. Van der Heijden, Annet H. de Lange and Jürgen Deller

Due to demographic changes in most industrialized countries, the average age of working people is continuously increasing, and the workforce is becoming more age-diverse. This…

4781

Abstract

Purpose

Due to demographic changes in most industrialized countries, the average age of working people is continuously increasing, and the workforce is becoming more age-diverse. This review, together with the earlier JMP Special Issue “Facilitating age diversity in organizations – part I: challenging popular misbeliefs”, aims to summarize new empirical research on age diversity in organizations, and on potential ways to support beneficial effects of age diversity in teams and organizations. The second part of the Special Issue focusses on managing mutual perceptions and interactions between different age groups.

Design/methodology/approach

A literature review is provided summarizing and discussing relevant empirical research on managing mutual perceptions and interactions between different age groups at work.

Findings

The summarized research revealed a number of challenges to benefit from age diversity in organizations, such as in-group favoritism, age norms about appropriate behavior of older workers, intentional and unintentional age discrimination, differences in communication styles, and difference in attitudes towards age diversity. At the same time, managerial strategies to address these challenges are developed.

Originality/value

Together with the first part of this Special Issue, this is one of the first reviews on ways to address the increasing age diversity in work organizations based on sound empirical research.

Details

Journal of Managerial Psychology, vol. 28 no. 7/8
Type: Research Article
ISSN: 0268-3946

Keywords

21 – 30 of over 14000