Using diversity climate theory and research, this paper examines the relationships among an organization’s actions which indicate a value for age diversity and potential applicants’ reactions toward that organization. Specifically, we investigate the interactive effects of an...

Workforce diversity has been identified as one of the strategic capabilities that will add value to the organizations over their competition. As Singapore is one of the most globally competitive countries, it attracts highly skilled and extremely innovative people to work here. Age, gender and...

Although previous studies focus on the role of women in the boardroom and corporate response to natural disasters, none evaluate how women directors influence corporate philanthropic disaster response (CPDR). This study collects data on the philanthropic responses of privately owned Chinese...

The purpose of this study is to identify the relationship between corporate performance or dividend distribution policy and diversity of gender and age for the Management Teams and the Boards of Directors associated with the companies listed on the Bucharest Stock Exchange. We have also...

This paper investigates how age diversity within a companyÕs workforce affects company productivity. It introduces a theoretical framework that helps to integrate results from a broad disciplinary spectrum of ageing and diversity research to derive empirically testable hypotheses on the effects...

The inconsistent findings of past board diversity research demand a test of competing linear and curvilinear diversity–performance predictions. This research focuses on board age and gender diversity, and presents a positive linear prediction based on resource dependence theory, a negative...

People have always been central to organizations, but their strategic importance is growing in today‘s knowledge-based organizations. An organization‘s success increasingly depends on the knowledge, skills, and abilities of employees, particularly as they help establish a set of core...

Research, summarized and classified in the work of Delery and Doty (1996), Guest (1997), Paauwe and Richardson (1997) and Boselie et al. (2001), suggests significant impact of Human Resources Management (HRM) on the competitive advantage of organizations. The mainstream research on this topic...

Paradoxically, in this era of microprocessors, of top technologies, of equipments “independent” of man’s skills and attention, the human resource regains the hegemony among the economic variables of the organization. Human resources traditionally added value to organizations because of...

The co-ordination of global production and trade within value chains has amplified debates concerning the impact of globalisation on labour, especially for developing countries. Whilst many development agencies argue for value chain insertion and upgrading as optimistic development pathways,...