What types of diversity benefit workers? Empirical evidence on the effects of co-worker dissimilarity on the performance of employees
"This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co-workers,...
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Published in | Industrial relations (Berkeley) Vol. 50; no. 4; pp. 678 - 712 |
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Main Author | |
Format | Journal Article |
Language | English |
Published |
Oxford, UK
Blackwell Publishing Ltd
01.10.2011
Wiley Subscription Services, Inc |
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Abstract | "This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co-workers, namely differences in age, gender, and race among employees who work together within divisions, and non-demographic dissimilarity, namely differences in education, work function, firm tenure, division tenure, performance, and wages among employees within divisions. I find evidence that age dissimilarity, dissimilarity in firm tenure, and performance dissimilarity are associated with lower worker performance, while wage differences are associated with higher worker performance. My analysis also reveals that the effects of certain types of dissimilarities get smaller in magnitude the longer a worker is a part of a division. Finally, the paper provides evidence that the relationships between performance and the various measures of dissimilarity vary by occupational area and division size." (Author's abstract, IAB-Doku). Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch. Die Untersuchung bezieht sich auf den Zeitraum 1989 bis 1994. |
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AbstractList | This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co-workers, namely differences in age, gender, and race among employees who work together within divisions, and non-demographic dissimilarity, namely differences in education, work function, firm tenure, division tenure, performance, and wages among employees within divisions. I find evidence that age dissimilarity, dissimilarity in firm tenure, and performance dissimilarity are associated with lower worker performance, while wage differences are associated with higher worker performance. My analysis also reveals that the effects of certain types of dissimilarities get smaller in magnitude the longer a worker is a part of a division. Finally, the paper provides evidence that the relationships between performance and the various measures of dissimilarity vary by occupational area and division size. [PUBLICATION ABSTRACT] This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co-workers, namely differences in age, gender, and race among employees who work together within divisions, and non-demographic dissimilarity, namely differences in education, work function, firm tenure, division tenure, performance, and wages among employees within divisions. I find evidence that age dissimilarity, dissimilarity in firm tenure, and performance dissimilarity are associated with lower worker performance, while wage differences are associated with higher worker performance. My analysis also reveals that the effects of certain types of dissimilarities get smaller in magnitude the longer a worker is a part of a division. Finally, the paper provides evidence that the relationships between performance and the various measures of dissimilarity vary by occupational area and division size. Reprinted by permission of Blackwell Publishing This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co‐workers, namely differences in age, gender, and race among employees who work together within divisions, and non‐demographic dissimilarity, namely differences in education, work function, firm tenure, division tenure, performance, and wages among employees within divisions. I find evidence that age dissimilarity, dissimilarity in firm tenure, and performance dissimilarity are associated with lower worker performance, while wage differences are associated with higher worker performance. My analysis also reveals that the effects of certain types of dissimilarities get smaller in magnitude the longer a worker is a part of a division. Finally, the paper provides evidence that the relationships between performance and the various measures of dissimilarity vary by occupational area and division size. "This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co-workers, namely differences in age, gender, and race among employees who work together within divisions, and non-demographic dissimilarity, namely differences in education, work function, firm tenure, division tenure, performance, and wages among employees within divisions. I find evidence that age dissimilarity, dissimilarity in firm tenure, and performance dissimilarity are associated with lower worker performance, while wage differences are associated with higher worker performance. My analysis also reveals that the effects of certain types of dissimilarities get smaller in magnitude the longer a worker is a part of a division. Finally, the paper provides evidence that the relationships between performance and the various measures of dissimilarity vary by occupational area and division size." (Author's abstract, IAB-Doku). Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch. Die Untersuchung bezieht sich auf den Zeitraum 1989 bis 1994. This study explores the consequences of grouping workers into diverse divisions on the performance of employees using a dataset containing the detailed personnel records of a large U.S. firm from 1989 to 1994. In particular, I examine the effects of demographic dissimilarity among co-workers, namely differences in age, gender, and race among employees who work together within divisions, and non-demographic dissimilarity, namely differences in education, work function, firm tenure, division tenure, performance, and wages among employees within divisions. I find evidence that age dissimilarity, dissimilarity in firm tenure, and performance dissimilarity are associated with lower worker performance, while wage differences are associated with higher worker performance. My analysis also reveals that the effects of certain types of dissimilarities get smaller in magnitude the longer a worker is a part of a division. Finally, the paper provides evidence that the relationships between performance and the various measures of dissimilarity vary by occupational area and division size. Adapted from the source document. |
Author | KURTULUS, FIDAN ANA |
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Notes | ark:/67375/WNG-VQML0PTZ-L istex:5361A2442FD0B78C81E37EA71D2746A28BE3CD7D ArticleID:IREL657 The author’s affiliation is Department of Economics, University of Massachusetts, Amherst, MA. E‐mail fidan@econs.umass.edu The author thanks Wally Hendricks for granting access to the data, and numerous colleagues and seminar participants at Cornell University, the University of Massachusetts Amherst, Rutgers University, Colgate University, the 2010 American Economic Association Annual Meetings, the 2008 Eastern Economic Association Annual Conference, the 2008 Annual Meetings of the Society of Labor Economists, and the 2008 Western Economic Association Annual Conference for their insightful comments and suggestions. Copies of the computer programs used to generate the results presented in this paper are available from the author; however, the data are confidential. ObjectType-Article-2 SourceType-Scholarly Journals-1 ObjectType-Feature-1 content type line 23 ObjectType-Article-1 ObjectType-Feature-2 |
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SubjectTerms | Academic Achievement Age Differences Age groups Altersstruktur Arbeitsgruppe Arbeitsleistung Arbeitsproduktivität Beschäftigungsdauer Beschäftigungsstruktur Correlation analysis Data analysis Demographic indicators Demographics Employees Ethnicity Geschlechterverteilung Gesundheitswesen Heterogenität Level of education Lohnstruktur Multinationales Unternehmen Occupational roles Organizational Effectiveness Personaleinsatz Produktivitätseffekt Qualifikationsstruktur Racial Differences Rasse Sex Sex Differences Sociodemographic Factors Socioeconomic factors Studies Tenure U.S.A USA Wages Work organization Workers Workplace diversity |
Subtitle | Empirical evidence on the effects of co-worker dissimilarity on the performance of employees |
Title | What types of diversity benefit workers? |
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