Workforce Diversity In Strategic Human 
Fernando Martín Alcázar (Business Management Department, University of Cádiz, Cádiz, Spain)
Pedro Miguel Romero Fernández (Business Management Department, University of Cádiz, Cádiz, Spain)
Gonzalo Sánchez Gardey (Business Management Department, University of Cádiz, Cádiz, Spain)
Citation:
Fernando Martín Alcázar, Pedro Miguel Romero Fernández, Gonzalo Sánchez Gardey, (2013) "Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research", Cross Cultural Management: An International Journal, Vol. 20 Iss: 1, pp.39 - 49
DOI
http://dx.doi.org/10.1108/13527601311296247
Downloads:
The fulltext of this document has been downloaded 5831 times since 2013
Acknowledgements:
Authors are ordered alphabetically. The research project described in this paper has been developed under the Research Project PO7‐SEJ‐02776, funded by the Andalusian Government (Andalusian Plan for R+D + I 2007‐2013) and the Research Project ECO2011‐26982, funded by the Spanish Ministry for Science and Technology (Non‐oriented Fundamental Research Projects Subprogram).
Abstract:
Purpose
– Workforce diversity is considered one of the main challenges for human resource management in modern organizations. Despite its strategic importance, the majority of models in this field implicitly consider workforce as a generic and homogeneous category, and do not take into account cultural differences among employees. The aim of this paper is to present a systematic review of the literature on diversity among employees in strategic human resource management (SHRM). The objective of this conceptual analysis is to identify limitations in previous research and unresolved issues that could drive future research in this field.
Design/methodology/approach
– To develop this conceptual analysis, the paper reviews previous literature on SHRM, drawing on the distinction between the universalistic, contingent and configurational perspectives. Each of
Pedro Miguel Romero Fernández (Business Management Department, University of Cádiz, Cádiz, Spain)
Gonzalo Sánchez Gardey (Business Management Department, University of Cádiz, Cádiz, Spain)
Citation:
Fernando Martín Alcázar, Pedro Miguel Romero Fernández, Gonzalo Sánchez Gardey, (2013) "Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research", Cross Cultural Management: An International Journal, Vol. 20 Iss: 1, pp.39 - 49
DOI
http://dx.doi.org/10.1108/13527601311296247
Downloads:
The fulltext of this document has been downloaded 5831 times since 2013
Acknowledgements:
Authors are ordered alphabetically. The research project described in this paper has been developed under the Research Project PO7‐SEJ‐02776, funded by the Andalusian Government (Andalusian Plan for R+D + I 2007‐2013) and the Research Project ECO2011‐26982, funded by the Spanish Ministry for Science and Technology (Non‐oriented Fundamental Research Projects Subprogram).
Abstract:
Purpose
– Workforce diversity is considered one of the main challenges for human resource management in modern organizations. Despite its strategic importance, the majority of models in this field implicitly consider workforce as a generic and homogeneous category, and do not take into account cultural differences among employees. The aim of this paper is to present a systematic review of the literature on diversity among employees in strategic human resource management (SHRM). The objective of this conceptual analysis is to identify limitations in previous research and unresolved issues that could drive future research in this field.
Design/methodology/approach
– To develop this conceptual analysis, the paper reviews previous literature on SHRM, drawing on the distinction between the universalistic, contingent and configurational perspectives. Each of