Bridging Domains in Workplace Demography Research: A Review and Reconceptualization

Abstract

Research on unraveling the complex effects of workplace demography has grown exponentially in the past two decades, reflecting enduring academic interest in the topic. This research spans multiple macro and micro theoretical domains and has examined demography effects at individual, group, or firm levels of analysis. However, past research in this area has revealed equivocal and inconclusive findings. Based on a review of more than two decades of research, the authors present the argument that future developments in this research will occur not in isolation at a specific level of analysis but rather at the interstices of multiple levels. The authors offer a framework for future research that bridges macro and micro domains as a way to resolve past discrepant findings in this area of research.

A historical perspective on diversity ideologies in the United States: Reflections on human resource management research and practice

“…Yet, as content reviews of this research attest, the battle to establish the business case, or the -value-in-diversity‖ proposition, has not been won. Because diversity has been operationalized in so many different ways (relational demography of individuals, teams, and workplaces; deep-versus surface-level; perceived dissimilarity; standard deviations; indices of difference; coefficients of variation; Gini coefficients; faultline strength), and because performance is determined by a host of factors respective of the diversity of employees (e.g., economic forces, the quality of the product and/or service, the legal and regulatory climate, market strategy), findings have been equivocal and inconclusive (Joshi, Liao, & Roh, 2011).…”

Managing diversity in organizations: An integrative model and agenda for future research

“…Here we adopt the relational perspective and focus on an employee's dissimilarity from peers in a work group; we believe this allows us to explain how diversity affects work related outcomes at the individual level (Chattopadhyay, Tluchowska, et al, 2004;Guillaume et al, 2012;Joshi et al, 2011;Riordan, 2000;Tsui & Gutek, 1999;see also, van Knippenberg & Schippers, 2007) and how these effects interact with individual, group, organizational, and societal factors (Brodbeck et al, 2011;Joshi et al, 2011). We suggest that the work group rather than the organization should be the focus here because it is likely to be the most salient unit, the most likely focus of attachment, and the most important instance for control, and might therefore be also the best predictor of employee innovation, effectiveness, and well-being (Riketta & Van Dick, 2005;van Knippenberg & Schie, 2000).…”

Perbezaan Faktor Demografi ke Atas Komunikasi Pegawai-Subordinat, Kualiti Jalinan Hubungan, Tekanan Kerja dan Kepuasan Komunikasi di Jabatan Penjara Malaysia

“…PERBEZAAN (Jablin 1979). Kajian-kajian terkini berkaitan dengan kesan kepelbagaian demografi masih menunjukkan bukti yang tidak meyakinkan (Joshi, Liao & Roh 2011). Misalnya, dalam konteks komunikasi antara pegawai dan subordinat, kajian terdahulu mendapati bahawa faktor jantina mempunyai kesan ke atas tingkah laku komunikasi dalam hubungan antara pemimpin dan orang bawahan (Varma & Stroh 2001;Donald 1996;Wood 2002).…”

“…Namun begitu hubungan berkenaan masih belum dapat dijelaskan dengan mantap lantaran kajian-kajian lepas adalah terhad dalam aspek konteks kajian berkenaan dilakukan. Tambahan pula hasil kajian sebegini memperolehi hasil yang bercampur aduk (Bacharach & Bamberger 2004;Joshi et al 2011). Misalnya kajian oleh Joshi et al (2011) mendapati perbezaan demografi tidak mendatangkan kesan terhadap komunikasi tempat kerja.…”

“…Tambahan pula hasil kajian sebegini memperolehi hasil yang bercampur aduk (Bacharach & Bamberger 2004;Joshi et al 2011). Misalnya kajian oleh Joshi et al (2011) mendapati perbezaan demografi tidak mendatangkan kesan terhadap komunikasi tempat kerja. Sebaliknya kajian oleh Kent dan McGrath (1969) mendapati faktor jantina berhubungkait dengan prestasi kerja kognitif.…”