IV

No. Topic/Title Writers Year of Journal Objectives of the Dimensions/Variables Methodology Findings/Results
publish name study used
ing
1 Workforce Sung, Sun August Recent Examines the Independent Variable: To test the the role of status-
Diversity in Young, 1,2013 Work, The distinct effects of
Workforce Diversity present model, relatedness in
Manufacturing Choi, Jin Institute for workforce (age, education, the structural explaining the
Companies and Nam. Research on diversity in Gender and equation effects of various
Organizational Labor and various attributesHierarchical position), modeling (SEM) diversity
Performance: Employment, on internal Dependent Variable: was used to dimensions on
The Role of UC Los processes and Organizational provide an internal processes
Status- Angeles performance at performance omnibus test of and organizational
Relatedness the organization (innovative, all hypotheses performance.
and Internal level. operational) involving multi-
Processes Mediating Variable: step predictive
Internal relationship
Organizational
Processes (Innovative
Climate, Employee
Competence,
Employee Job
Satisfaction)
2 Diversity and Starlene M. August J. Technology The purpose of Job-related diversity: The By offering a clear
its Impact on Simons(1) 29, Management this research is to (IV) methodology distinction between
Organizational and 2011 and examine the  Functional used in this social diversity and
Performance: Kimberly N. Innovation definitions offered  expertise research was a functional diversity,
The Influence Rowland 2011, within the  Education literature this paper offers a
of Diversity Volume 6, literature on  Org. tenure search and contribution to the
Constructions Issue 3 diversity and Bio demographic review practice of diversity
on explore the diversity(IV) methodology, management by
Expectations various  Age in which various allowing for
and Outcomes constructions of  Gender discussions of identification of
diversity that are  Race/ethnicity diversity specific traits of
extant. It will Moderators: management in diversity and a
consider how the  Team Type the literature better
 definitions of  Team Size were selected understanding of
diversity offered  Task and compared how diversity
in the literature Complexity based on their functions in the
helps or impede Team Performance definitions organization.
the formation of (DV) of diversity.
effective  Effectiveness
organizational  Efficiency
innovation if
applied.
3 Workforce Richa Gupta June. International This study Independent: Review of Age diversity has a
Diversity and 2013 Journal of explores by  Age Diversity previous negative impact on
Organizational Business and reviewing recent  Gender studies was organizational
Performance Management literature the Diversity done and performance. The
Invention increasing  Ethnic Diversity simple study shows that
ISSN influence of the Moderating correlation moderate level of
(Online): work force  Team building among the gender diversity
2319 – 8028, diversity and its and group variables was has increases
ISSN (Print): relationship with training find out. competitive
2319 – 801X organizational  Need advantage while
performance. assessment higher level of
Dependent gender diversity in
 Organizational organizations has a
performance negative impact on
organizational
performance.
4 A field study of Karen A. 2004 Journal of To investigate Dependent: Ancona and The members of
group diversity, Jehn And Organization how context group diversity Caldwell (1992) groups diverse in
workgroup Katerina al Behavior influences diverse Independent: and Teachman functional
context, and Bezrukova 25, 703–729 groups to shape performance (1980), entropy background were
performance performance, and outcomes index to paid higher
to provide moderating: measure how composite bonuses
managers and cultures (people- group members when their
organizations with and competition- are distributed workgroup context
knowledge and oriented) across the emphasized
recommendations strategies possible people-oriented
for effective (stability-, growth- categories of a
 diversity and customer- diversity cultures and lower
management. oriented) variable. levels
human resource Multiple of bonuses in
practices regression and contexts with a
(diversity- and correlation was focus on stability-
training-oriented). used. oriented strategies.

5 The Impact of Omankhanl 2011 Annals of the (1) Workgroups Independent Step 1 the study found
Workforce en Alex University of that are Variables of the analysis significant
Diversity On Ehimare, Petroşani, demographically  Cultural is hierarchical correlations
Organizational Joshua O. Economics, diverse are likely Diversity. regression between some of
Effectiveness: A Ogaga- 11(3), 2011, to be less  Growth containing the diversity
Study of A Oghene 93-110 effective in Diversity control variables, as well as
Nigerian Bank workgroup Control Variable: variables. individual diversity
contexts that  Group size Step 2 includes variables with the
emphasize  The average the main measures of
competition tenure of effects of the organizational
oriented cultures employees group diversity effectiveness.
(2) Workgroups  gender variables. study found that
that are diversity Step 3 include gender, age and
demographically Dependent Variables: the context tenure diversities
diverse are likely Performance measure variables, and are positively
to be more step 4 correlated, and
effective in includes the they are
workgroup interactions of significantly
contexts that diversity related. However,
pursue growth variables for gender is
oriented business each context negatively
strategies interaction correlated to group
size.