All Stories

  1. Grand challenges in organizational justice, diversity and equity
  2. From Home to Corner Office: How Work–Life Programs Influence Women's Managerial Representation in Japan
  3. Innovation strategy, voice practices, employee voice participation, and organizational innovation
  4. Does age diversity benefit team outcomes, if so, when and how? A moderated mediation model
  5. Earnings of persons with disabilities: Who earns more (less) from entrepreneurial pursuit?
  6. Dynamic capabilities for managing racially diverse workforces: Effects on competitive action variety and firm performance
  7. Women in hospitality and tourism: a study of the top-down and bottom-up dynamics
  8. Bridging Caste Divides: Middle‐Status Ambivalence, Elite Closure, and Lower‐Status Social Withdrawal
  9. Both Diversity and Meritocracy: Managing the Diversity‐Meritocracy Paradox with Organizational Ambidexterity
  10. Creating Mutual Gains to Leverage a Racially Diverse Workforce: The Effects of Firm-Level Racial Diversity on Financial and Workforce Outcomes Under the Use of Broad-Based Stock Options
  11. Trickle‐down and bottom‐up effects of women's representation in the context of industry gender composition: A panel data investigation
  12. A meta-analytic review of gender composition influencing employees’ work outcomes: implications for human resource development
  13. HRM systems and employee affective commitment: the role of employee gender
  14. Attaining elite leadership: career development and childhood socioeconomic status
  15. Denial of racism and the Trump presidency
  16. Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management
  17. Childhood-onset disability, strong ties and employment quality
  18. Causality Between High-Performance Work Systems and Organizational Performance
  19. Participation in Helping Networks As Social Capital Mobilization: Impact on Influence for Domestic Men, Domestic Women, and International MBA Students
  20. Variety, Dissimilarity, and Status Centrality in MBA Networks: Is the Minority or the Majority More Likely to Network Across Diversity?
  21. Violation and activation of gender expectations: Do Chinese managerial women face a narrow band of acceptable career guanxi strategies?
  22. A Two-Wave Study of Self-Monitoring Personality, Social Network Churn, and In-Degree Centrality in Close Friendship and General Socializing Networks
  23. From female leadership advantage to female leadership deficit
  24. Antecedents and Outcomes of Diversity and Equality Management Systems: An Integrated Institutional Agency and Strategic Human Resource Management Approach
  25. Proactive Personality Heterophily and the Moderating Role of Proactive Personality on Network Centrality and Psychological Outcomes: A Longitudinal Study
  26. Societal Institutions and Work and Family Gender-Role Attitudes
  27. Leaders’ transformational, conflict, and emotion management behaviors in culturally diverse workgroups
  28. Erratum to “Online work: Managing conflict and emotions for performance in virtual teams” [European Management Journal 30 (2) 2012 156–174]
  29. Pay dispersion and earnings for women and men: a study of Swedish doctors
  30. Online work: Managing conflict and emotions for performance in virtual teams
  31. Is using work-life interface benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners
  32. Vocational status and perceived well‐being of workers with disabilities
  33. Temporary Work, Underemployment and Workplace Accommodations: Relationship to Well‐being for Workers with Disabilities
  34. The vocational well-being of workers with childhood onset of disability: Life satisfaction and perceived workplace discrimination
  35. Understanding Diversity Management Practices: Implications of Institutional Theory and Resource-Based Theory
  36. Creating a vision boosts the impact of top management support on the employment of managers with disabilities
  37. Diversity and organizational innovation: The role of employee involvement
  38. Asymmetrical demography effects on psychological climate for gender diversity: Differential effects of leader gender and work unit gender composition among Swedish doctors
  39. A reflection of the contributions of “Women in sport management: advancing the representation through HRM structures”
  40. Women in sport management: advancing the representation through HRM structures
  41. Implementing Employment Equity in Gendered Organizations for Gendered Lives
  42. Gender and Racial Differentials in Promotions
  43. Critical Mass: Does the Number of Women on a Corporate Board Make a Difference?
  44. Critical Mass:
  45. Opening the Black Box of Editorship
  46. Editorial Comment
  47. Editorial Comment
  48. Gender-Role Attitudes and Earnings: A Multinational Study of Married Women and Men
  49. Editorial Comment
  50. Gender Role Attitudes and Careers: A Longitudinal Study
  51. Editorial Comment
  52. Editorial Comment
  53. Editorial Comment
  54. Editorial Comment
  55. Leveraging Workplace Diversity in Organizations
  56. Editorial Comment
  57. Editorial Comment
  58. Editorial Comment
  59. Diversity attitudes and norms: the role of ethnic identity and relational demography
  60. Is Promoting an African American Unfair? The Triple Interaction of Participant Ethnicity, Target Ethnicity, and Ethnic Identity1
  61. Editorial Comment
  62. Editorial Comment
  63. Welfare-To-Work Programs
  64. Examining the Contours of Workplace Diversity: Concepts, Contexts and Challenges
  65. The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities: An Analysis Comparing Women and Men
  66. Handbook of Workplace Diversity
  67. The effect of human resource management practices on the job retention of former welfare clients
  68. Editorial Comment
  69. Nonprofits and the Job Retention of Former Welfare Clients
  70. Preferences for Job Attributes Associated with Work and Family: A Longitudinal Study of Career Outcomes
  71. Editorial Comment
  72. Editorial Comment
  73. Editorial Comment
  74. Editorial Comment
  75. Editorial Comment
  76. Editorial Comment
  77. Job and industry fit: the effects of age and gender matches on career progress outcomes
  78. Diversity programs: influencing female students to sport management?
  79. Editorial Comment
  80. Editorial Comment
  81. Demographic Differences and Reactions to Performance Feedback
  82. Editorial Comment
  83. Editorial Comment
  84. Affirmative Action as a Means of Increasing Workforce Diversity
  85. Explaining Demographic Group Differences in Affirmative Action Attitudes1
  86. Behavioral Goals for a Diverse Organization: The Effects of Attitudes, Social Norms, and Racial Identity for Asian Americans and Whites
  87. Editorial Comment
  88. Editorial Comment
  89. Special Issue Introduction: Defining The Domain Of Workplace Diversity Scholarship
  90. Granovetter Was Right
  91. What Do Managers Like to Do?
  92. Job-Seeking in a Turbulent Economy: Social Networks and the Importance of Cross-Industry Ties to an Industry Change
  93. Human resource management trends in the USA ‐ Challenges in the midst of prosperity
  94. Women in sport management: advancing the representation through HRM structures
  95. The impact of work‐life programs on firm productivity
  96. Sex Differences in Job Attribute Preferences among Managers and Business Students
  97. Do women and men want different rewards in the workplace?
  98. Diluting Diversity
  99. The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement
  100. A cross‐national cross‐gender study of managerial task preferences and evaluation of work characteristics
  101. What Do ManagersLikeTo Do? Comparing Women and Men in Australia and the US
  102. Task Complexity and Information Exchange: The Impact of Nurses' Networking Activities on Organizational Influence
  103. Race and Sex Differences in Line Managers' Reactions to Equal Employment Opportunity and Affirmative Action Interventions
  104. Of Mommy Tracks and Glass Ceilings : A Case Study of Men's and Women's Careers in Management
  105. Task Complexity, Dependency Relationships and Influence: The Case of Nurses in a General Hospital
  106. The Effects of Individual Power on Earnings
  107. Understanding the Hiring of Women and Minorities in Educational Institutions
  108. PREDICTING SOCIAL-SEXUAL BEHAVIOR AT WORK: A CONTACT HYPOTHESIS.
  109. Do You Get What You Deserve? Factors Affecting the Relationship Between Productivity and Pay
  110. `Sex' at `Work': The Power and Paradox of Organisation Sexuality.
  111. Political Participation: A Matter of Community, Stress, Job Autonomy, and Contact by Political Organizations
  112. Impact of Work Experiences on Attitudes Toward Sexual Harassment
  113. Affirmative Action: History, Effects, and Attitudes
  114. Measures for Quantitative Diversity Scholarship