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Perceived Diversity Among Italian Employees

Author

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  • Geetha Garib

    (Tilburg School of Social and Behavioral Sciences)

Abstract

The paper tests the diversity typology associations with organisational outcomes set out by Harrison & Klein (2007) based on variety, separation and disparity. The main finding is that variety has a positive significant association with positive organisational outcomes, as well as on organisational performance. The way diversity is perceived in an organisational setting can have important relations with how organisational performance is perceived. This study has a strong practical implementation as in organisations where diversity is viewed as variety, diversity can have positive associations and thereby diversity can have an added value for society and organisations. The study is unique in providing empirical evidence for a diversity typology, operationalising this typology and providing evidence for links with organisational outcomes and organisational performance. No current study contains an operationalisation of the diversity typology of Harrison and Klein (2007) while linking it to organisational outcomes. Classification- JEL:

Suggested Citation

  • Geetha Garib, 2011. "Perceived Diversity Among Italian Employees," Portuguese Journal of Management Studies, ISEG, Universidade de Lisboa, vol. 0(2), pages 97-112.
    • Handle: RePEc:pjm:journl:v:xvi:y:2011:i:2:p:97-112
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    References listed on IDEAS

    as
    1. Deborah Gladstein Ancona & David F. Caldwell, 1992. "Demography and Design: Predictors of New Product Team Performance," Organization Science, INFORMS, vol. 3(3), pages 321-341, August.
    2. Celia Anca & Antonio Vazquez, 2007. "Managing Diversity in the Global Organization," Palgrave Macmillan Books, Palgrave Macmillan, number 978-0-230-80088-5.
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