Références scientifiques

Littérature suggérée

Al-Mamun, A., Yasser, Q. R., Entebang, H., Nathan, T. M., & Rahman, M. A. (2013). Gender Diversity and Economic Performance of Firms: Evidences from Emerging Market.
Journal of Economic Development, Management, IT, Finance, and Marketing, 5(2), 100.

Campbell, K., & Mínguez-Vera, A. (2008). Gender Diversity in the Boardroom and Firm Financial Performance.
Journal of Business Ethics, 83(3), 435-451.

Chaney, K. E., Sanchez, D. T., & Remedios, J. D. (2016). Organizational Identity Safety Cue Transfers.
Personality and Social Psychology Bulletin, 42(11), 1564–1576.

Chen, J. M., & Hamilton, D. L. (2015). Understanding Diversity: The Importance of Social Acceptance.
Personality and Social Psychology Bulletin, 41(4), 586–598.

Chin, J. L., Desormeaux, L., & Sawyer, K. (2016). Making way for paradigms of diversity leadership.
Consulting Psychology Journal: Practice and Research, 68(1), 49-71.

Daan van Knippenberg, D., Schippers, M. C. (2007). Work Group Diversity.
Annual Review of Psychology, 58(1), 515-54.

Dobbin, F., Kalev, A. (2016). Why Diversity Programs Fail.
Harvard Business Review.

Ellemers, N., &Rink, F. (2016). Diversity in work groups.
Current Opinion in Psychology, 11, 49-53.

Faniko, K., Burckhardt. T., Sarrasin, O., Lorenzi-Cioldi, F., Sørensen, S., Iacoviello, V., & Mayor, E. (2017). Quota Women Are THreatning to Men : Unveiling the (Counter)Stereotypization of Beneficiaries of Affirmative Action Policies.
Swiss Journal of Psychology, 76, 107-116.

Ferguson, M. J., & Porter, S. C. (2013). An Examination of Categorization Processes in Organizations : The Root of Intergroup Bias and a Route to Prejudice Reduction. In Q.M. Roberson (Ed)
The Oxford Handbook of Diversity and Work (pp. 98-115). New York : Oxford University Press.

Gündemir, S., Dovidio, J. F., Homan, A. C., & De Dreu, C. K. W. (2017). The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals.
Journal of Leadership & Organizational Studies, 24(2), 172–188.

Gozzoli, C. (2016). Living and Working Together in Organizations: Traces and Ways.
World Futures, 72(5-6), 222-233.

Guimond, S., de la Sablonnière, R., & Nugier, A. (2014). Living in a multicultural world: Intergroup ideologies and the societal context of intergroup relations.
European Review of Social Psychology, 25(1), 142-188.

Hunt, V., Layton, D., Prince, S. (2015). Why diversity matters.
McKinsey & Company.

Jansen, W. S., Vos, M. W., Otten, S., Podsiadlowski, A., & van der Zee, K. I. (2016). Colorblind or colorful? How diversity approaches affect cultural majority and minority employees.
Journal of Applied Social Psychologoy, 46, 81-93.

Kong, D. T. (2016). Ethnic minorities’ paranoia and self-preservative work behaviors in response to perceived ethnic discrimination, with collective self-esteem as a buffer.
Journal of Occupational Health Psychology, 21(3), 334-351.

Mannix, E., & Neale, M. A. (2005). What Differences Make a Difference?: The Promise and Reality of Diverse Teams in Organizations.
sychological Science in the Public Interest, 6(2), 31–55

Meeussen, L., Otten, S., & Phalet, K. (2014). Managing diversity: How leaders’ multiculturalism and colorblindness affect work group functioning.
Group Processes & Intergroup Relations, 17(5), 629–644.

Phillips, K. W., Kim-Jun, S. Y., & Shim, S.-H. (2011). The value of diversity in organizations: A social psychological perspective. In D. De Cremer, R. van Dick, & J. K. Murnighan (Eds.)
Organization and management series. Social psychology and organizations (pp. 253-271). New York : Routledge/Taylor & Francis Group.

Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., van der Zee, K. (2013).
Managing a culturally diverse workforce: Diversity perspectives in organizations.
International Journal of Intercultural Relations, 37(2), 159-175.

Stahl, G., Maznevski, M., Voigt, A. & Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams : A meta-analysis of research on multicultural workgroups.
Journal of International Business Studies, 41(4), 690-709.

Taillander-Schmitt, A. (2018). Action positive, discrimination positive: un levier efficace contre les discrimination? In K. Faniko, D. Bourguignon, O. Sarrasin, G. Guimond (Eds.)
Psychologie de la discrimination et des préjugés : de la théorie à la pratique. (pp. 231-244). De Boeck.

Tisserant, P., Bourguignon, D., Vignocan, C., & Wagner, A.L. (2011).
L’usage de la diversité réduit-il la discrimination ? Clermont Ferrand, le 1er décembre 2011.

isserant, P., & Leymarie, S. (2018). Politiques de gestion et idéologies de la diversité dans les organisations. In K. Faniko, D. Bourguignon, O. Sarrasin, G. Guimond (Eds.),
Psychologie de la discrimination et des préjugés : de la théorie à la pratique. (pp. 245-256). De Boeck.

van Knippenberg, D., De Dreu, C. K. W., & Homan, A. C. (2004). Work Group Diversity and Group Performance: An Integrative Model and Research Agenda.
Journal of Applied Psychology, 89(6), 1008-1022.

Walton, G. M., Murphy, M. C., Ryan, A. M. (2015). Stereotype Threat in Organizations : Implications for Equity and Performance.
Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 523-550.

Partager :

Deux plateformes à disposition de toute entreprise, institution ou organisation désireuse de promouvoir l’égalité et la diversité dans les faits, quelle que soit sa taille, son secteur d’activité ou sa raison sociale.

En Suisse – Genève
Égalité : au travail !

www.egaliteautravail.com

En France – Franche-Comté
Égalité et mixité en entreprise