EEO and the Management of Diversity

[1]  Cordula Barzantny,et al.  Managing Diversity. Toward a Globally Inclusive Workplace. , 2007 .

[2]  Ellen Ernst Kossek,et al.  Human Resource Strategies to Manage Workforce Diversity: Examining ‘The Business Case’ , 2006 .

[3]  E. Kossek.  Work and Family in America: Growing Tensions between Employment Policy and a Transformed Workforce , 2006 .

[4]  Judith K. Pringle,et al.  Handbook of Workplace Diversity , 2005 .

[5]  Gary A. Adams,et al.  Attracting retirees to apply: desired organizational characteristics of bridge employment , 2005 .

[6]  Derek S. Chapman,et al.  DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW , 2005 .

[7]  R. L. Dipboye,et al.  Discrimination at Work : The Psychological and Organizational Bases , 2005 .

[8]  Manuela Tomei,et al.  Discrimination and equality at work: A review of the concepts , 2003 .

[9]  Michele J. Gelfand,et al.  The influence of ethnic identity on perceptions of organizational recruitment , 2003 .

[10]  Rudolf Winter-Ebmer,et al.  A Meta-Analysis of the International Gender Wage Gap , 2003, SSRN Electronic Journal.

[11]  Stephen W. Pruitt,et al.  The Texaco racial discrimination case and shareholder wealth , 2002 .

[12]  David Kucera,et al.  Core labour standards and foreign direct investment , 2002 .

[13]  Erica L. French,et al.  Approaches to Equity Management and their Relationship to Women in Management , 2001 .

[14]  B. R. Ragins,et al.  Pink triangles: antecedents and consequences of perceived workplace discrimination against gay and lesbian employees. , 2001, The Journal of applied psychology.

[15]  Taylor Cox,et al.  Creating the Multicultural Organization: A Strategy for Capturing the Power of Diversity , 2001 .

[16]  David Kucera.  Measuring fundamental rights at work. , 2001 .

[17]  O. Richard.  Racial Diversity, Business Strategy, and Firm Performance: A Resource-Based View , 2000 .

[18]  Kecia M. Thomas,et al.  Organizational Attractiveness and Individual Differences: Are Diverse Applicants Attracted by Different Factors? , 1999 .

[19]  Ellen Ernst Kossek,et al.  Managing Human Resources in the 21st Century: From Core Concepts to Strategic Choice , 1999 .

[20]  Ann Marie Ryan,et al.  AN INTERNATIONAL LOOK AT SELECTION PRACTICES: NATION AND CULTURE AS EXPLANATIONS FOR VARIABILITY IN PRACTICE , 1999 .

[21]  Scott Highhouse,et al.  EFFECTS OF ADVERTISED HUMAN RESOURCE MANAGEMENT PRACTICES ON ATTRACTION OF AFRICAN AMERICAN APPLICANTS , 1999 .

[22]  William N. Cooke,et al.  Industrial Relations Systems and US Foreign Direct Investment Abroad , 1998 .

[23]  Johngseok Bae,et al.  Overt Employment Discrimination by Multinational Firms: Cultural and Economic Influences in a Developing Country , 1998 .

[24]  William N. Cooke.  The Influence of Industrial Relations Factors on U.S. Foreign Direct Investment Abroad , 1997 .

[25]  Robin J. Ely,et al.  Making Differences Matter: A New Paradigm for Managing Diversity , 1996 .

[26]  M. Tayeb,et al.  The Management of a Multicultural Workforce , 1996 .

[27]  Ellen Ernst Kossek,et al.  Managing diversity : human resource strategies for transforming the workplace , 1996 .

[28]  M. Taylor,et al.  Due Process in Performance Appraisal: A Quasi-Experiment in Procedural Justice , 1995 .

[29]  H. Ibarra.  Race, Opportunity, And Diversity Of Social Circles In Managerial Networks , 1995 .

[30]  R. Ely.  The Power In Demography: Women'S Social Constructions Of Gender Identity At Work , 1995 .

[31]  Eileen Appelbaum,et al.  The New American Workplace , 1993 .

[32]  T. Cox.  Cultural diversity in organizations : theory, research, and practice , 1993 .