Hyuntak Roh

Integrating macro and micro theoretical perspectives, we conducted a meta-analysis examining the role of contextual factors in team diversity research. Using data from 8,757 teams in 39 studies conducted in organizational settings, we examined whether contextual factors at multiple levels, including industry, occupation, and team, influenced the performance outcomes of relations-oriented and task-oriented diversity. The direct effects were very small yet significant, and after we accounted for i

Drawing on macro and micro domains in gender research, we meta-analytically test whether occupation-, industry-, and job-level factors mitigate or exacerbate differences in performance evaluations (k = 93; n = 95,882) and rewards (k = 97; n = 378,850) between men and women. Based on studies conducted across a variety of work settings and spanning nearly 30 years, we found that the sex differences in rewards (d = .56) (including salary, bonuses, and promotions) were 14 times larger than sex diffe

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 f

Invoking strategic human resource management (SHRM) theory and tenets of the resource-based view of the firm, we explore how two bundles of diversity and equality management (DEM) practices influence racial diversity in the managerial ranks. By considering the conceptualization of DEM practices and the moderating role of firm size, our study disentangles subtle nuances in the DEM practices– racial diversity in managerial ranks relationship. Based on a sample of 137 Fortune 1,000 firms over a two

Several comprehensive reviews are united in drawing the conclusion that the cumulative research evidence on work team diversity is equivocal. Rather than review the extant state of diversity research, in this paper we redirect attention to the context of workplace diversity as a possible explanation for these mixed findings. We discuss how diversity context may be conceptualized, specify various aspects of this context at multiple levels of analysis, and consider how contextual variables can sha

This study attempts to open the black box of top management team (TMT) diversity research by examining the following research questions: (a) how TMT diversity has effects on emergent team processes, (b) when those effects are shaped by key environmental contingencies, and (c) whether emergent team processes mediate the TMT diversity and firm performance relationship. To address these issues, we conduct a series of meta-analytic examination. First, using a sample of 208 effect sizes from 51 studi

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

Abstract Scholars have suggested that the relationship between voluntary turnover and organizational performance can be moderated by the organizational context in which turnover occurs. However, there are few empirical studies that examine such moderating effects. Using a sample of 161 firms in South Korea, this study investigates how the relationship between voluntary turnover and organizational performance is moderated by three context variables: (1) the degree of organizational usage of emplo

본 연구의 주요한 목적은 인력의 성별다양성과 기업성과 간의 관계를 보다 명확히 이해하기 위함이고, 이를 위해 상황론적 관점에 근거하여 언제, 어떤 메커니즘을 통해 성별다양성이 기업성과(인력생산성)에 유의미한 영향을 미치는지에 대한 실증분석을 실시하였다. 최근 몇몇 실증연구를 통해 조직수준의 성별다양성과 기업성과 간 U-형태의 비선형관계의 가능성이 밝혀진 바 있는데, 본 연구에서는 이러한 비선형관계를 조절하는 주요 상황변수, 특히 산업환경 역동성의 조절효과에 초점을 두고 이론적, 실증적 검증을 시도하였다. 일부 연구에서 최고경영진의 직무중심 다양성 또는 조직의 인종다양성과 관련하여 환경역동성의 조절효과에 대한 검증을 실시한 바 있으나, 실증연구 결과는 아직 불분명한 패턴을 보이고 있다. 따라서 본 연구에서는 기존 연구에서 제시한 바 있는 환경역동성이 갖고 있는 양면적 가능성, 즉 다양성 효과에 갖는 긍정적 혹은 부정적 조절효과를 동시에 고려하여 가설을 제시하고(대립가설), 각 가설의

본 연구의 주요한 목적은 지난 TMT 직무관련 다양성과 기업성과 간의 관계를 조사한 실증연구들에서 나타난 불분명한패턴을 밝히기 위함이고, 이를 위해 메타분석 방법을 통한 종합적인 조사를 실시하였다. 또한 본 연구에서는 기업의 내․외부 환경에 존재하는 다차원적인 상황변수(환경역동성, 기업규모, 팀 평균 근속기간)의 영향력을 고려하였는데, 구체적으로 이들이 어떻게 다양성과 성과간의 관계를 조절(강화 또는 약화)하는지를 정량적이고 체계적인 방법을 통해 분석을실시하였다. 분석을 위해서 1984년 이후부터 2013년까지 지난 30여년 간 실시, 출간되었던 관련 실증연구 42개(81개효과크기 및 13,478개 팀)가 샘플에 포함되었다. 분석 결과에 따르면, TMT의 직무관련 다양성이 기업성과에 일반적으로 약한 긍정적인 상관관계를 갖는 반면, 이러한 긍정적인 영향력은 역동성이 큰 환경, 그리고 비교적 작은 규모의 기업환경에서 두 배 혹은 세 배 이상으로 배가 되는 패턴을 보였다. 반면에 상대적으

This study is an attempt to elucidate the effects of workforce racial diversity on organizational performance by incorporating an important organization-level moderating condition—an organization’s use of human resource management (HRM) practices. Specifically, this study examines how options- and project-based HRM have influence on the racial diversity–performance relationship. Using the longitudinal data sets of 192 U.S. law firms spanning multiple years (2001–2008), we examined the interactiv

Abstract The study of diversity context offers many opportunities and also represents many challenges. In this chapter we present a research agenda that exploits some opportunities and attempts to overcome the challenges in conducting contextualized diversity research. We offer a tripartite definition of diversity context comprising its structural, relational, and normative components, and discuss a theoretical framework for identifying the effect of context on categorization and elaboration-bas

Although some researchers have recognized that context can play an important role in explaining the mixed findings of past diversity research, to date a comprehensive framework for specifying these contextual influences has been lacking. In order to address this gap, we propose a framework for future research that incorporates contextual variables at extra-organizational, organizational, and team levels. We consider how these various aspects of diversity influence categorization-based or elabora

Drawing on the resource-based view of the firm and the diversity management literature, weinvestigate how three diversity management practices implemented for managers (opportunityenhancing practices, manager accountability practices, and diversity training) influence diversityprogram effectiveness indices – racial diversity in management and firm productivity. Based on ananalysis of samples of 62-125 Fortune 1000 firms over a two-year time period, our findingsindicate that opportunity enhancing