CoChat
Sign Up
Cited by 233Gender Diversity and InequalitySocial and Intergroup PsychologyTeam Dynamics and Performance

The DOI matches its Crossref record; 189 of the 189 references it cites were found in a registry or an index.

A Multi-Level Process Model for Understanding Diversity Practice Effectiveness

Open access
Nishii, Lisa H., Khattab, Jasmien, Shemla, Meir, Paluch, Rebecca M.·2018·Academy of Management Annals
DOI 10.5465/annals.2016.0044
Open this paper in CoChat — free account

Abstract

A significant amount of research has been conducted on diversity “best practices” to understand whether they help reduce discrimination, increase managerial diversity, and enhance performance. Regardless, which diversity practices should be used, how they should be implemented, for what purpose, and to what effect remains unclear because of issues related to inconsistencies across outcomes studied within and between diversity practices as well as a lack of integration of micro research and macro research. In this review, we focus on these issues to make sense of the array of research conducted since the turn of the century. We first synthesize key research findings from sociological, firm-level research on diversity management practices with research conducted within the psychological tradition using experimental and within-organizational research designs. The results of our review provide the basis for a multilevel process model through which research findings can more easily be interpreted to uncover when and how diversity practices produce desirable results. We discuss how considering the interplay across levels of analysis is critical for enriching our theoretical understanding of the mediating and moderating mechanisms that link the distal constructs of diversity practices and organizational outcomes. We conclude with implications for future research that emerged from an analysis of the literature through our multilevel process model.

Overview

Integrity signals

Registry

Crossref · 10.5465/annals.2016.0044

Cites

189 of 189 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Verification

Claims the paper makes

The text we found for this paper looks like another document, so its claims and self-check weren’t run. The registry and citation checks still apply.

Self-check

Percentages, sums and reported differences re-computed from the paper’s own numbers.

The text we found for this paper looks like another document, so the self-check wasn’t run.

Citations

Cites

Show all 185 references

Research works printed but not linked: 7

  1. 10.5465/30040641 · DOI
  2. Dwertmann D. J. G., 2016, Journal of Management, 42, 1
  3. Green T. K., 2008, Hastings Law Journal, 59, 1435
  4. Kovach K. A., 2004, Labor Law Journal, 55, 53
  5. 10.5465/3069311 · DOI
  6. Norman J., 2016, Gallup, 1
  7. Smith A., 2016, Society for Human Resource Management, 1

Cited by

Sorted by citations

Items 201–233 of 233

Related

See all

Metadata

Authors
Nishii, L. H., Khattab, J., Shemla, M., & Paluch, R. M.
Affiliations
  • Cornell University (US)
  • University of Virginia (US)
  • Erasmus University Rotterdam (NL)
ORCID
Venue
Academy of Management Annals
Publisher
Academy of Management
Published
2018-01
Volume
12
Issue
1
Pages
37-82
ISSN
  • 1941-6067 (ISSN-L)
  • 1941-6520
DOI
10.5465/annals.2016.0044
OpenAlex
W2748611186
Cited by
233
References
185
Citations by year
2026: 30 · 2025: 43 · 2024: 45 · 2023: 34 · 2022: 22 · 2021: 25 · 2020: 17 · 2019: 12 · 2018: 5
FWCI
18.17
Type
journal article
Language
en
Open access
Licence
other-oa
Locations
  • Academy of Management Annals (publishedVersion)
  • EUR Research Repository (Erasmus University Rotterdam) (publishedVersion, other-oa)
  • EUR Research Repository (Erasmus University Rotterdam) (submittedVersion)
  • RePub (Erasmus University Rotterdam) (submittedVersion, other-oa)
Topics
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
  • Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
  • Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
Keywords
diversity management practices, organizational diversity, managerial diversity, discrimination reduction, organizational performance

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

A second model labelled each claim on 2026-11-04 (model jev-1.13-20260917, definition revision gold-guideline-v0.2).

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review