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- Publisher Website: 10.1002/hrm.22188
- Scopus: eid_2-s2.0-85165503552
- WOS: WOS:001034616600001
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Article: The scholarly impact of diversity research
Title | The scholarly impact of diversity research |
---|---|
Authors | |
Keywords | age citation diversity gender race scholarly impact |
Issue Date | 22-Jul-2023 |
Publisher | Wiley |
Citation | Human Resource Management, 2023, v. Forthcoming How to Cite? |
Abstract | This study contributes to the diversity literature by probing whether diversity papers are cited as frequently as nondiversity papers in management and industrial/organizational (I/O) psychology journals. Based on the stigma-by-association theory, I argue that as a result of their association with minority groups, diversity papers may be devalued and thus “othered” by scholars. Using a citation analysis of 46,930 papers published in 29 peer-reviewed management and I/O psychology journals, I present empirical evidence in Study 1 that diversity papers were cited significantly less frequently than nondiversity papers. The authors' gender and institutional prestige, journal tier and domain, and year of publication were not moderators. In Study 2, I used a scenario experiment to demonstrate the stigma-by-association effect. The authors' gender demonstrated a significant moderating effect in this experiment. |
Persistent Identifier | http://hdl.handle.net/10722/331021 |
ISSN | 2023 Impact Factor: 6.0 2023 SCImago Journal Rankings: 2.344 |
ISI Accession Number ID |
DC Field | Value | Language |
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dc.contributor.author | Ng, Thomas Wai Hung | - |
dc.date.accessioned | 2023-09-21T06:52:04Z | - |
dc.date.available | 2023-09-21T06:52:04Z | - |
dc.date.issued | 2023-07-22 | - |
dc.identifier.citation | Human Resource Management, 2023, v. Forthcoming | - |
dc.identifier.issn | 0090-4848 | - |
dc.identifier.uri | http://hdl.handle.net/10722/331021 | - |
dc.description.abstract | <p>This study contributes to the diversity literature by probing whether diversity papers are cited as frequently as nondiversity papers in management and industrial/organizational (I/O) psychology journals. Based on the stigma-by-association theory, I argue that as a result of their association with minority groups, diversity papers may be devalued and thus “othered” by scholars. Using a citation analysis of 46,930 papers published in 29 peer-reviewed management and I/O psychology journals, I present empirical evidence in Study 1 that diversity papers were cited significantly less frequently than nondiversity papers. The authors' gender and institutional prestige, journal tier and domain, and year of publication were not moderators. In Study 2, I used a scenario experiment to demonstrate the stigma-by-association effect. The authors' gender demonstrated a significant moderating effect in this experiment.<br></p> | - |
dc.language | eng | - |
dc.publisher | Wiley | - |
dc.relation.ispartof | Human Resource Management | - |
dc.rights | This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License. | - |
dc.subject | age | - |
dc.subject | citation | - |
dc.subject | diversity | - |
dc.subject | gender | - |
dc.subject | race | - |
dc.subject | scholarly impact | - |
dc.title | The scholarly impact of diversity research | - |
dc.type | Article | - |
dc.identifier.doi | 10.1002/hrm.22188 | - |
dc.identifier.scopus | eid_2-s2.0-85165503552 | - |
dc.identifier.volume | Forthcoming | - |
dc.identifier.eissn | 1099-050X | - |
dc.identifier.isi | WOS:001034616600001 | - |
dc.identifier.issnl | 0090-4848 | - |