Gender, Diversity und der wirtschaftliche Erfolg von Unternehmen
Steigert eine diversitätsfördernde und gleichstellungsorientierte Personalstrategie den wirtschaftlichen Erfolg von Unternehmen? Ist die Berufung von Frauen in den Aufsichtsrat und Vorstand eines Unternehmens Garant für eine verbesserte Performance?
Diese Infoplattform stellt Studien vor, die auf Team- und Unternehmensebene analysieren, wie sich heterogene Personalstrukturen auf den Unternehmenserfolg auswirken.
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Literaturhinweis
The power of parity: How advancing women's equality can add $ 12 trillion to global growth (2015)
Woetzel, Jonathan; Ellingrud, Kweilin; Devillard, Sandrine; Dobbs, Richard; Kutcher, Eric; Labaye, Eric; Manyika, James; Madgavkar, Anu; Krishnan, Mekala;Zitatform
Woetzel, Jonathan, Anu Madgavkar, Kweilin Ellingrud, Eric Labaye, Sandrine Devillard, Eric Kutcher, James Manyika, Richard Dobbs & Mekala Krishnan (2015): The power of parity. How advancing women's equality can add $ 12 trillion to global growth. Washington, DC, 155 S.
Abstract
"Gender inequality is not only a pressing moral and social issue but also a critical economic challenge. If women - who account for half the world's working-age population - do not achieve their full economic potential, the global economy will suffer. While all types of inequality have economic consequences, in McKinsey Global Institute (MGI) report, The power of parity: How advancing women's equality can add $12 trillion to global growth, we focus on the economic implications of lack of parity between men and women.
A 'best in region' scenario in which all countries match the rate of improvement of the fastest-improving country in their region could add as much as $12 trillion, or 11 percent, in annual 2025 GDP. In a 'full potential' scenario in which women play an identical role in labor markets to that of men, as much as $28 trillion, or 26 percent, could be added to global annual GDP by 2025. MGI's full-potential estimate is about double the average estimate of other recent studies, reflecting the fact that MGI has taken a more comprehensive view of gender inequality in work.
Even after decades of progress toward making women equal partners with men in the economy and society, the gap between them remains large. We acknowledge that gender parity in economic outcomes (such as participation in the workforce or presence in leadership positions) is not necessarily a normative ideal, as it involves human beings making personal choices about the lives they lead; we also recognize that men can be disadvantaged relative to women in some instances. However, we believe that the world, including the private sector, would benefit by focusing on the large economic opportunity of improving parity between men and women." (Author's abstract, IAB-Doku) ((en))Weiterführende Informationen
Executive Summary -
Literaturhinweis
Gender diversity in teams: greater representation of women on decision-making teams may better represent women's preferences but may not help economic performance (2014)
Azmat, Ghazala;Zitatform
Azmat, Ghazala (2014): Gender diversity in teams. Greater representation of women on decision-making teams may better represent women's preferences but may not help economic performance. (IZA world of labor 29), Bonn, 10 S. DOI:10.15185/izawol.29
Abstract
"Der Erfolg von Maßnahmen für mehr Geschlechterdiversität in Teams hängt davon ab, nach welchen Kriterien er gemessen wird und wie schnell sich die Veränderung vollzieht. Langfristig dürften sich aus der verbesserten Chancengleichheit durchaus Vorteile ergeben. Die bisherigen Erkenntnisse deuten jedoch darauf hin, dass die kurzfristigen Performance-Effekte eher negativ sind. Das liegt zum einen an veränderten Entscheidungsprozessen und neuer Teamdynamik, zum anderen auch an der mangelnden Erfahrung weiblicher (Neu-)Mitglieder im Team. Wenn Geschlechterdiversität zur Norm wird, dürfte sich dieses Problem von selbst lösen." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
frühere (möglw. abweichende) Version erschienen als: IZA world of labor , 29 (Stand 2019)Weiterführende Informationen
Hier finden Sie die deutsche Kurzfassung -
Literaturhinweis
Arbeitsqualität und wirtschaftlicher Erfolg: erste Studienergebnisse (2014)
Bender, Stefan; Mohrenweiser, Jens ; Wolter, Stefanie; Laske, Katharina; Kampkötter, Patrick ; Steffes, Susanne; Sliwka, Dirk ;Zitatform
(2014): Arbeitsqualität und wirtschaftlicher Erfolg. Erste Studienergebnisse. (Monitor Personalführung), Berlin, 17 S.
Abstract
"Die Längsschnittstudie 'Arbeitsqualität und wirtschaftlicher Erfolg' untersucht Instrumente des Personalmanagements und Aspekte der Unternehmenskultur und berücksichtigt dabei sowohl die Unternehmens- als auch die Mitarbeiterebene. Es wird die Wirkung von Personalmaßnahmen auf die Arbeitsqualität der Beschäftigten und den wirtschaftlichen Erfolg von Betrieben untersucht. Für die Untersuchung werden Betriebe und ein Teil ihrer Beschäftigten jeweils zweimal im Abstand von zwei Jahren befragt. Die jetzt vorliegenden Ergebnisse beruhen auf der ersten Befragungswelle von Betrieben mit mindestens 50 sozialversicherungspflichtig Beschäftigten des Privatsektors und von Beschäftigten aus diesen Betrieben. Sie zeigen den Status quo in deutschen Betrieben: So hat sich herausgestellt, dass Personalplanung zwar in den meisten Betrieben durchgeführt wird - allerdings sehr häufig nicht langfristig. Es konnte nachgewiesen werden, dass strukturierte Mitarbeitergespräche und geeignete variable Vergütungsmodelle zuverlässige Signale für Zufriedenheit und Bindung der betroffenen Beschäftigten sind. Zudem hat sich gezeigt, dass viele Betriebe mit wenig Anteilen von Frauen in Führungspositionen deren Anteil gezielt erhöhen möchten. Dies soll vor allem mit flexiblen Arbeitszeiten und Teilzeitangeboten erreicht werden." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Wolter, Stefanie; -
Literaturhinweis
Gender, Innovation und Unternehmensentwicklung (2014)
Zitatform
Brink, Siegrun, Silke Kriwoluzky, Teita Bijedić, Kerstin Ettl & Friederike Welter (2014): Gender, Innovation und Unternehmensentwicklung. (IfM-Materialien 228), Bonn, 59 S.
Abstract
"Forschungsarbeiten stellen immer wieder fest, dass Frauen im Allgemeinen und Unternehmerinnen im Besonderen weniger innovativ sind als ihre männlichen Pendants. Häufig wird dies auch in Verbindung mit einer schwächeren Unternehmensentwicklung weiblich geführter Unternehmen gebracht. Die vorliegende Studie zeigt, dass dieser Einschätzung ein vornehmlich technologisch geprägtes Innovationsverständnis und die Fokussierung auf Brachen, die von vorneherein als innovativ betrachtet werden, zugrunde liegen. Individuelle (berufliche) Präferenzen und das vorherrschende Bild des männlichen Innovators führen jedoch dazu, dass Frauen weniger innovativ im klassischen, technologischen Sinne sind. Hinzu kommt, dass die institutionellen Rahmenbedingungen eine Teilzeitarbeit auch von selbstständigen Frauen begünstigen. Unternehmen, die in Teilzeit betrieben werden, verfügen jedoch in der Regel über geringere Ressourcen. Die Risiken, die mit einer Innovationstätigkeit verbunden sind, stellen deshalb eine größere Herausforderung dar." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Beyond the glass ceiling: the glass cliff and its lessons for organizational policy (2014)
Bruckmüller, Susanne; Rink, Floor; Haslam, S. Alexander; Ryan, Michelle K.;Zitatform
Bruckmüller, Susanne, Michelle K. Ryan, Floor Rink & S. Alexander Haslam (2014): Beyond the glass ceiling. The glass cliff and its lessons for organizational policy. In: Social issues and policy review, Jg. 8, H. 1, S. 202-232. DOI:10.1111/sipr.12006
Abstract
"It has been almost 30 years since the metaphor of the 'glass ceiling' was coined to describe the often subtle, but very real, barriers that women face as they try to climb the organizational hierarchy. Here we review evidence for a relatively new form of gender discrimination -- captured by the metaphor of the glass cliff -- that women face when they obtain positions of leadership. Such positions often prove to be more risky and precarious than those of their male counterparts. We summarize evidence demonstrating the existence of glass cliffs in business and politics as well as experimental work that identifies a number of factors contributing to the phenomenon. We then discuss implications for policy and practice, highlighting the importance of understanding women's and men's experiences in the workplace rather than treating gender diversity as merely 'a numbers game.'" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do female executives make a difference?: the impact of female leadership on gender gaps and firm performance (2014)
Zitatform
Flabbi, Luca, Mario Macis, Andrea Moro & Fabiano Schivardi (2014): Do female executives make a difference? The impact of female leadership on gender gaps and firm performance. (IZA discussion paper 8602), Bonn, 39 S.
Abstract
"We analyze a matched employer-employee panel data set and find that female leadership has a positive effect on female wages at the top of the distribution, and a negative one at the bottom. Moreover, performance in firms with female leadership increases with the share of female workers. This evidence is consistent with a model where female executives are better equipped at interpreting signals of productivity from female workers. This suggests substantial costs of under-representation of women at the top: for example, if women became CEOs of firms with at least 20% female employment, sales per worker would increase 6.7%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effect of female leadership on establishment and employee outcomes: evidence from linked employer-employee data (2014)
Gagliarducci, Stefano; Paserman, M. Daniele;Zitatform
Gagliarducci, Stefano & M. Daniele Paserman (2014): The effect of female leadership on establishment and employee outcomes. Evidence from linked employer-employee data. (IZA discussion paper 8647), Bonn, 38 S.
Abstract
"In this paper we use a large linked employer-employee data set on German establishments between 1993 and 2012 to investigate how the gender composition of the top layer of management affects a variety of establishment and worker outcomes. We use two different measures to identify the gender composition of the top layer based on direct survey data: the fraction of women among top managers, and the fraction of women among working proprietors. We document the following facts: a) There is a strong negative association between the fraction of women in the top layer of management and several establishment outcomes, among them business volume, investment, total wage bill per worker, total employment, and turnover; b) Establishments with a high fraction of women in the top layer of management are more likely to implement female-friendly policies, such as providing childcare facilities or promoting and mentoring female junior staff; c) The fraction of women in the top layer of management is also negatively associated with employment and wages, both male and female, full-time and part-time. However, all of these associations vanish when we include establishment fixed effects and establishment-specific time trends. This reveals a substantial sorting of female managers across establishments: small and less productive establishments that invest less, pay their employees lower wages, but are more female-friendly are more likely to be led by women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The heterogeneous effects of workforce diversity on productivity, wages, and profits (2014)
Zitatform
Garnero, Andrea, Stephan Kampelmann & François Rycx (2014): The heterogeneous effects of workforce diversity on productivity, wages, and profits. In: Industrial relations, Jg. 53, H. 3, S. 430-477. DOI:10.1111/irel.12064
Abstract
"We estimate the impact of workforce diversity on productivity, wages, and productivity - wage gaps (i.e., profits) using detailed Belgian linked employer - employee panel data. Findings show that educational (age) diversity is beneficial (harmful) for firm productivity and wages. While gender diversity is found to generate significant gains in high-tech/knowledge-intensive sectors, the opposite result is obtained in more traditional industries. Estimates neither vary substantially with firm size nor point to sizeable productivity - wage gaps except for age diversity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Appointments, pay and performance in UK boardrooms by gender (2014)
Gregory-Smith, Ian; Main, Brian G.M.; O¿Reilly III, Charles A.;Zitatform
Gregory-Smith, Ian, Brian G.M. Main & Charles A. O¿Reilly III (2014): Appointments, pay and performance in UK boardrooms by gender. In: The economic journal, Jg. 124, H. 574, S. F109-F128. DOI:10.1111/ecoj.12102
Abstract
"This article uses UK data to examine issues regarding the scarcity of women in boardroom positions. The article examines appointments, pay and any associated productivity effects deriving from increased diversity. Evidence of gender-bias in the appointment of women as non-executive directors is found together with mixed evidence of discrimination in wages or fees paid. However, the article finds no support for the argument that gender diverse boards enhance corporate performance. Proposals in favour of greater board diversity may be best structured around the moral value of diversity, rather than with reference to an expectation of improved company performance." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of gender and social networks on microenterprise business performance (2014)
Kim, Seon Mi; Sherraden, Margaret;Zitatform
Kim, Seon Mi & Margaret Sherraden (2014): The impact of gender and social networks on microenterprise business performance. In: Journal of Sociology and Social Welfare, Jg. 41, H. 3, S. 49-69.
Abstract
"Why are some people more successful than others in starting new businesses? Are women more or less successful than men? This study investigates relationships among gender, social networks, and microenterprise business performance. It examines existing theories and research on gender differences in social networks and whether gender differences affect female micro-entrepreneurs' business performance. The purpose of this study is to help U.S. Microenterprise Development Programs create strategies to enhance the ability of female micro-entrepreneurs to gain economic benefits from their social networks. The paper identifies key gaps in theory, proposes an alternative research framework, and suggests directions for future research and policy and program development." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm performance and women on the board: evidence from Spanish small and medium-sized enterprises (2014)
Martín-Ugedo, Juan Francisco; Minguez-Vera, Antonio;Zitatform
Martín-Ugedo, Juan Francisco & Antonio Minguez-Vera (2014): Firm performance and women on the board. Evidence from Spanish small and medium-sized enterprises. In: Feminist economics, Jg. 20, H. 3, S. 136-162. DOI:10.1080/13545701.2014.895404
Abstract
"This study examines gender diversity on boards of directors in a sample of nonfinancial Spanish small and medium-sized enterprises (SMEs) for 2003 - 8, finding that the probability of women on the board increases with firm performance, defined as return on assets, and family ownership, but diminishes with corporate ownership and firm risk. It also finds, when examining the full sample, a positive effect of the presence of women board members on firm performance. The study also obtains a similar positive effect in most subsamples, including in firms with corporate ownership, where family connections play less role in the election of board members, and in firms in the secondary and tertiary sectors, which are characterized by having greater proximity to final consumers than those in the primary sector." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does cultural diversity of migrant employees affect innovation? (2014)
Zitatform
Ozgen, Ceren, Cornelius Peters, Annekatrin Niebuhr, Peter Nijkamp & Jacques Poot (2014): Does cultural diversity of migrant employees affect innovation? In: International migration review, Jg. 48, H. S1, S. S377-S416., 2014-08-15. DOI:10.1111/imre.12138
Abstract
"Increasing international labor migration has important effects on the workforce composition of firms in all migrant-receiving countries. The consequences of these changes for firm performance have attracted growing attention in recent years. In this paper we focus explicitly on the impact of cultural diversity among migrant employees on the innovativeness of firms. We briefly synthesize empirical evidence from a range of contexts across Europe, North America and New Zealand. We then utilize two unique and harmonized linked employer-employee datasets to provide comparative micro-econometric evidence for Germany and the Netherlands. Our panel datasets contain detailed information on the generation of new products and services, determinants of innovation success and the composition of employment in establishments of firms over the period 1999 to 2006. We find that innovation in both countries is predominantly determined by establishment size and industry. Moreover, obstacles encountered and organizational changes faced by firms drive innovation too. With respect to the composition of employment, the presence of high-skilled staff is most important. Cultural diversity of employees has a positive partial correlation with product innovation. The size and statistical significance of this effect depends on the econometric model specification and the country considered. We conclude from the literature synthesis and the new comparative evidence that cultural diversity of employees can make a positive, but modest and context-dependent, contribution to innovation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ethnic diversity and firms' export behavior (2014)
Zitatform
Parrotta, Pierpaolo, Dario Pozzoli & Davide Sala (2014): Ethnic diversity and firms' export behavior. (IZA discussion paper 7923), Bonn, 68 S.
Abstract
"Selling internationally requires products that resonate with an international customer base and therefore an approach to markets that is in keeping with diverse cultures (i.e., relational capital). As emphasized by international business studies, this relational capital is in turn related to the successful teaming of a diverse workforce, as this process teaches employees to operate in multicultural environments. This knowledge becomes like an intangible asset to which firms can resort, also when engaging in international transactions. We explore this channel empirically, investigating the impact of workforce diversity on firms' exporting performances and find that ethnic diversity further justifies firms' different presence in international markets. Since hiring is not a random practice, and firms ultimately select into ethnically different labor forces, we exploit the EU enlargement of 2004 to instrument for the diversity of the pool of workers locally recruitable. Because migrants tend to settle where the attitude toward them is most favorable, we use the median voter's political ideology at firm's location to measure the hostility at time of settlement. This gives our instrument spatial variation besides time variation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor diversity and firm productivity (2014)
Zitatform
Parrotta, Pierpaolo, Dario Pozzoli & Mariola Pytlikova (2014): Labor diversity and firm productivity. In: European Economic Review, Jg. 66, H. February, S. 144-179. DOI:10.1016/j.euroecorev.2013.12.002
Abstract
"Using a matched employer - employee data-set, we analyze how workforce diversity associates with the productivity of firms in Denmark, following two main econometric routes. In the first one, we estimate a standard Cobb - Douglas function, calculate the implied total factor productivity and relate the latter to diversity statistics in a second stage. This reduced-form approach allows us to identify which types of labor heterogeneity appear to descriptively matter. In the second approach, we move toward a richer production function specification, which takes different types of labor as inputs and that allows for flexible substitution patterns, and possible quality differences between types. Both methods show that workforce diversity in ethnicity is negatively associated with firm productivity. The evidence regarding diversity in education is mixed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
CEO and Chairperson characteristics and firm performance (2014)
Peni, Emilia;Zitatform
Peni, Emilia (2014): CEO and Chairperson characteristics and firm performance. In: Journal of management & governance, Jg. 18, H. 1, S. 185-205. DOI:10.1007/s10997-012-9224-7
Abstract
"This paper focuses on the relationship between Chief Executive Officer (CEO) and Chairperson characteristics and firm performance. Specifically, the study examines the association between the characteristics of the CEO and the Chairperson of the board and firm performance. Using a sample of S&P 500 firms, the evidence found suggests that demographic and experience-related characteristics may be associated with the market valuation and financial performance of the firm. In particular, the reported results indicate a positive relationship between the presence of female CEOs or Chairs and firm performance, thus suggesting that gender-based differences may affect the CEO's/Chairperson's success. Moreover, the findings concerning the age of the CEO or Chair are mixed, while their experience and quality appear positively related to firm performance. Interestingly, a CEO or Chairperson holding multiple board seats is negatively associated with firm performance, whereas CEO duality has a positive relationship with Tobin's Q and the return on assets (ROA) of the firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Quota regulations of gender composition on boards of directors (2014)
Zitatform
Smith, Nina (2014): Quota regulations of gender composition on boards of directors. In: CESifo DICE report, Jg. 12, H. 2, S. 42-48.
Abstract
"Female representation in boardrooms has increased only slowly in recent decades, despite the fact that an increasing proportion of women have succeeded in climbing at least a few steps of the career ladder within firms. From an economic point of view this evidence may reflect a loss of talent and human capital investments, and may cause an efficiency loss for firms. There are, of course, also other political arguments for a larger proportion of women getting onto boards of directors like fairness and equal opportunity, but this article focuses on the economic arguments for and against quotas on the gender composition of supervisory boards." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Diversity among Norwegian boards of directors: does a quota for women improve firm performance? (2013)
Ale-Olsen, Harald; Verner, Mette; Schøne, Pål;Zitatform
Ale-Olsen, Harald, Pål Schøne & Mette Verner (2013): Diversity among Norwegian boards of directors. Does a quota for women improve firm performance? In: Feminist economics, Jg. 19, H. 4, S. 110-135. DOI:10.1080/13545701.2013.830188
Abstract
"Exploiting the Norwegian boards of directors' quota reform of 2003, this study evaluates the impact of increased diversity on firm performance. Applying difference-in-difference approaches to accounting data covering the period 2003 - 07, the paper compares the return on assets for non-finance public limited companies (PLCs) and ordinary limited companies (LTDs), whereof only the former were affected by the reform. The impact of the reform on firm performance is negligible. Neither changed return on total assets (ROA) nor changed operating revenues and cost can be attributed to the reform. However, following the reform PLCs have to a larger extent accumulated capital, financed by debt or by a combination of debt and own capital." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Positive effects of ageing and age diversity in innovative companies: large-scale empirical evidence on company productivity (2013)
Zitatform
Backes-Gellner, Uschi & Stephan Veen (2013): Positive effects of ageing and age diversity in innovative companies. Large-scale empirical evidence on company productivity. In: Human resource management journal, Jg. 23, H. 3, S. 279-295. DOI:10.1111/1748-8583.12011
Abstract
"This article investigates how age diversity within a company's workforce affects company productivity. It introduces a theoretical framework that helps integrate results from a broad disciplinary spectrum of ageing and diversity research to derive empirically testable hypotheses on the effects of age diversity on company productivity. It argues that first the balance between costs and benefits of diversity determines the effect of age diversity on company productivity, and that second the type of task performed acts as a moderator. To test these hypotheses, it uses a large-scale employer - employee panel data set. Results show that increasing age diversity has a positive effect on company productivity if and only if a company engages in creative rather than routine tasks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Establishments and regions cultural diversity as a source of innovation: evidence from Germany (2013)
Zitatform
Brunow, Stephan & Bastian Stockinger (2013): Establishments and regions cultural diversity as a source of innovation. Evidence from Germany. (Norface migration discussion paper 2013-22), London, 33 S.
Abstract
"In the course of technological progress, industrialised countries have been undergoing a severe structural change, from largely service-based to increasingly knowledge-based societies and economies. This coincides with the continued globalisation of markets and production processes. In this context, the European Union (EU) has liberalised labour mobility sequentially, as one of several means ?become the most copetitive and dynamic knowledge-based economy in the world capable of sustainable economic growth? (European Council, 2000). Immigration is thus supposed to foster economic growth and prosperity. Therefore, the impact of immigration on the economy has become an important research ?eld, the so-called migrant impact analysis (MIA, see Nijkamp et al. 2012). MIA aims to identify positive and negative effects of immigration and can be categorized in a wide range of ?elds. One of these is the impact of immigration on economic performance and innovation. Private firms' ?innovation is the source of sustained growth (Romer, 1990) and an important indicator of economic performance in a knowledge-based economy. Empirical evidence on innovation in the U.S. provides evidence of a positive impact from the specifi?c characteristics of immigrants (Hunt and Gauthier-Loiselle, 2010; Kerr and Lincoln, 2010). Albeit not a ?classical? immigration country such as the United States, Germany has one of the largest migrant shares in Europe . However, immigrants in Germany are relatively low-quali?ed, which is only starting to change more recently (Bruecker and Ringer, 2008; Bruecker, 2013). Given this pessimistic outlook regarding the quantity and quality of immigrants to Germany, we assess whether the composition of migrants, i.e. their cultural diversity, can partly compensate for their low number and average skill level. We add to the MIA literature by investigating the relationship between establishments? cultural diversity and innovation outcomes in German business establishments. For this purpose we use a linked employer-employee data set that covers detailed workforce characteristics. Also, in the light of the literature on knowledge spillovers, there could be a spillover e┐ect from diversity at the regional level to the outcome of an individual establishment, which we consider as well. The paper is structured as follows. Section 2 derives a theoretical framework. Section 3 provides an overview of related previous evidence. Sections 4 and 5 describe the data and present the strategy and interpretation of our multivariate analysis. Section 6 concludes." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Diversität und Erfolg von Organisationen (2013)
Zitatform
Buche, Antje, Monika Jungbauer-Gans, Annekatrin Niebuhr & Cornelius Peters (2013): Diversität und Erfolg von Organisationen. In: Zeitschrift für Soziologie, Jg. 42, H. 6, S. 483-501., 2013-05-27.
Abstract
"Dieser Beitrag untersucht, ob eine heterogene Zusammensetzung der Belegschaften die Leistungsfähigkeit von Organisationen beeinflusst. Konflikttheoretische Argumentationen sprechen für negative Auswirkungen, ressourcenorientierte Ansätze für positive Effekte von Diversität. Diese Überlegungen werden für kulturelle und altersbezogene Diversität mit Daten des IAB-Betriebspanels und des Betriebs-Historik-Panels untersucht. In den Analysen wird nach der Betriebsgröße differenziert und neben der Diversität in der Gesamtbelegschaft auch jene der (hoch-)qualifizierten Beschäftigten betrachtet. Für kulturelle Diversität zeigen sich sowohl positive als auch negative Effekte, die je nach Betriebsgröße und Belegschaftsgruppen unterschiedlich stark ausfallen. Negative Produktivitätseffekte finden sich lediglich bei kleineren Betrieben während positive Wirkungen für alle Betriebsgrößen ermittelt werden. Bei größeren Betrieben ist zudem die Outputwirkung der Heterogenität unter den (hoch-)qualifizierten Arbeitskräften etwas ausgeprägter. Für die Altersdiversität lässt sich dagegen kein Produktivitätseffekt nachweisen." (Autorenreferat, IAB-Doku)