Son, Eugene. The impact of changes in organizational gender diversity on employee- and organizational outcomes. Retrieved from https://doi.org/doi:10.7282/t3-s3q3-q294
DescriptionThis study examines whether and how a change in organizational gender diversity affects employees’ collective attitudes and organizational performance based on three theoretical perspectives: 1) Gestalt characteristics, 2) Social categorization perspectives, and 3) Sense-making perspectives. Previous literature has maintained a static approach to investigating the impact of organizational gender diversity and generated inconsistent findings regarding the relationship between diversity levels and organizational outcomes. Organizations with the same level of gender diversity, however, may have different histories of the diversity level (e.g., increase, decrease, or keep the level) and encounter different interpersonal dynamics according to the history. Using nationally representative Korean firm-level panel data, this study shows that a change in organizational gender diversity has a unique impact on employees’ collective job satisfaction, collective turnover, and organizations’ labor productivity. This study suggests that a change should be considered to clearly understand the direct relationship between organizational gender diversity and subsequent outcomes.