Abstract
Integrating opposing theoretical perspectives from the past literature, the authors hypothesize and test a U-shaped curvilinear relationship between gender diversity and workforce productivity. They further propose that the curvilinear effects vary depending on the levels of an organization's human resource management (HRM) investments in pay, benefit, training, and communication; that is, the patterns are more salient when HRM investments are high rather than low. To enhance understanding of how HRM investments have impact on diverse employees, the authors also examine the moderating influence of organizational identification of diverse members that can exert proximal influence on the diversity-productivity relationship. As predicted, results reveal that high levels of HRM investments influence the gender diversity-workforce productivity association to form a U-shaped curvilinear relationship. Organizational identification also yields the same moderating patterns. Research and practical implications are discussed.
| Original language | English |
|---|---|
| Pages (from-to) | 519-534 |
| Number of pages | 16 |
| Journal | Human Resource Management |
| Volume | 55 |
| Issue number | 3 |
| DOIs | |
| Publication status | Published - 2016 May 1 |
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All Science Journal Classification (ASJC) codes
- Applied Psychology
- Strategy and Management
- Organizational Behavior and Human Resource Management
- Management of Technology and Innovation
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The Business Case for Gender Diversity : Examining the Role of Human Resource Management Investments. / Roh, Hyuntak; Kim, Eugene.
In: Human Resource Management, Vol. 55, No. 3, 01.05.2016, p. 519-534.Research output: Contribution to journal › Article
TY - JOUR
T1 - The Business Case for Gender Diversity
T2 - Examining the Role of Human Resource Management Investments
AU - Roh, Hyuntak
AU - Kim, Eugene
PY - 2016/5/1
Y1 - 2016/5/1
N2 - Integrating opposing theoretical perspectives from the past literature, the authors hypothesize and test a U-shaped curvilinear relationship between gender diversity and workforce productivity. They further propose that the curvilinear effects vary depending on the levels of an organization's human resource management (HRM) investments in pay, benefit, training, and communication; that is, the patterns are more salient when HRM investments are high rather than low. To enhance understanding of how HRM investments have impact on diverse employees, the authors also examine the moderating influence of organizational identification of diverse members that can exert proximal influence on the diversity-productivity relationship. As predicted, results reveal that high levels of HRM investments influence the gender diversity-workforce productivity association to form a U-shaped curvilinear relationship. Organizational identification also yields the same moderating patterns. Research and practical implications are discussed.
AB - Integrating opposing theoretical perspectives from the past literature, the authors hypothesize and test a U-shaped curvilinear relationship between gender diversity and workforce productivity. They further propose that the curvilinear effects vary depending on the levels of an organization's human resource management (HRM) investments in pay, benefit, training, and communication; that is, the patterns are more salient when HRM investments are high rather than low. To enhance understanding of how HRM investments have impact on diverse employees, the authors also examine the moderating influence of organizational identification of diverse members that can exert proximal influence on the diversity-productivity relationship. As predicted, results reveal that high levels of HRM investments influence the gender diversity-workforce productivity association to form a U-shaped curvilinear relationship. Organizational identification also yields the same moderating patterns. Research and practical implications are discussed.
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UR - http://www.scopus.com/inward/citedby.url?scp=84932173982&partnerID=8YFLogxK
U2 - 10.1002/hrm.21736
DO - 10.1002/hrm.21736
M3 - Article
VL - 55
SP - 519
EP - 534
JO - Human Resource Management
JF - Human Resource Management
SN - 0090-4848
IS - 3
ER -