Suchergebnisse

Chapter 1: Introduction: Why Intercultural Proficiency Matters -- Chapter 2: Understanding Cultural Differences -- Chapter 3: Communicating Across Cultures -- Chapter 4: Dealing with Acculturative Stress and Cultural Adjustment -- Chapter 5: Navigating Cultural Diversity with Intercultural Proficiency -- Chapter 6: Reflecting Thoughts and Outlook.

The study of conflict and diversity within groups, ranging from small workgroups to multinational organizations, has become an increasingly important focus for contemporary research. A key question is how the inevitable social diversity within groups can be developed as a productive asset rather than becoming a source of conflict and prejudice. The aim of this Special Issue of the journal is to report cutting edge empirical and theoretical work that addresses the broad issue of diversity and group-based conflict within workgroups. In this introduction, we briefly examine approaches that have been applied, and review what has been learned. We conclude by providing an overview to the Special Issue articles, highlighting central themes and implications for future research.

"Management experts Frank Dobbin and Alexandra Kalev sift through decades of data to show why workplace diversity training fails and what works. Arguing that it's time to focus on changing systems rather than individuals, the authors make data-driven recommendations for diversifying management and creating workplaces where everyone can thrive."--

Theoretical and practical approaches to diversity -- Diversity in the financial and banking industry -- Diversity in the oil and gas industry -- Diversity in the tech industry -- Diversity in the telecommunication industry -- Diversity in the media and entertainment industry -- Diversity in the insurance industry -- Diversity in the consumer goods industry -- Diversity in the pharmaceutical industry -- Diversity in the automobile industry -- Diversity in the beverage industry -- Diversity engagement: implications for theory and practice

Introduction -- Ideational field : conceptualizationa and schemes -- The difference diversity makes : a principle, a lens, an empirical attribute for a majority-minority relations / Paolo Boccagni -- Cultural diversity and social inequalities / Thomas Faist -- Diversity in crisis : reshaping contemporary Ireland / Mary Gilmartin -- Technical field : techniques and diversity management -- Paradoxes of (e)quality and good will in managing diversity : a Dutch case in the 130 philanthropic sector / Halleh Ghorashi, Christine Carabain and Ewa Szepietowska -- Grassroots narratives and practices of diversity in Mostar and Novi Sad / Piotr Goldstein -- Dealing with diversity in education : a critical view on goals and outcomes / Cristina Allemann-Ghionda -- Social field : social relations of heterogeneity -- Theorizing multiculturalism and diversity: the implications of intersectionality / Gill Valentine -- Southern discomfort : defensive urban citizenship in Tel Aviv / Nir Cohen -- Nationalism and diversity in schools / Elizabeth Mavroudi and Louise Holt -- Conclusion: Nation and diversity : a false conundrum / Tatiana Matejskova and Marco Antonsich

Purpose
This study aims to examine the association between board gender diversity (BGD) and workplace diversity and the relative importance of various board and firm characteristics in predicting diversity.


Design/methodology/approach
With a novel machine learning (ML) approach, this study models the association between three workplace diversity variables and BGD using a social media data set of approximately 250,000 employee reviews. Using the tools of explainable artificial intelligence, the authors interpret the results of the ML model.


Findings
The results show that BGD has a strong positive association with the gender equality and inclusiveness dimensions of corporate diversity culture. However, BGD is found to have a weak negative association with age diversity in a company. Furthermore, the authors find that workplace diversity is an important predictor of firm value, indicating a possible channel on how BGD affects firm performance.


Originality/value
The effects of BGD on workplace diversity below management levels are mainly omitted in the current corporate governance literature. Furthermore, existing research has not considered different dimensions of this diversity and has mainly focused on its gender aspects. In this study, the authors address this research problem and examine how BGD affects different dimensions of diversity at the overall company level. This study reveals important associations and identifies key variables that should be included as a part of theoretical causal models in future research.

Globalization: evolutionary roots and contemporary version -- The driving forces of diversity -- The tree of culture, evolutionary and practical -- The dynamics of culture -- Fear-free cross-cultural management -- Think global, plan local, act individual -- Change management: creating culture and evolving yourself -- Bias management -- Diversity management -- Cross-cultural motivation -- Cross-cultural leadership -- Cross-cultural business communication -- Cross-cultural negotiation -- Cross-cultural marketing.