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• W2118103618 startingPage "491" @default.
• W2118103618 abstract "Purpose The purpose of this paper is to link previous research on diversity, social capital and strategic human resource management (SHRM), and propose a model to explain how an SHRM system can moderate the effects of diversity on cognitive and relational dimensions of social capital. Design/methodology/approach Quantitative methodologies were used to address the study's research questions and hypotheses drawing on aggregated data obtained from 53 groups (228 individuals). Findings The empirical evidence analyzed rejected a deterministic view of the consequences of diversity, assuming that the extent to which they benefit group social interaction depends on certain conditions that can be managed by SHRM. Adopting a configurational point of view, it is concluded that different SHRM configurations can be used, depending on the effects of diversity that the organization wishes to moderate. Research limitations/implications Future research should consider the particularities of the sample. Practical implications To define diversity‐oriented SHRM strategies, firms must start with a systematic analysis of their diversity profiles, studying the concrete relational and cognitive dynamics that heterogeneity causes. Originality/value This model considers the SHRM system as a construct that determines social interaction between employees and therefore moderates the effects of demographic and human capital diversity on group performance." @default.
• W2118103618 created "2016-06-24" @default.
• W2118103618 creator A5031927515 @default.
• W2118103618 creator A5081440488 @default.
• W2118103618 date "2010-06-25" @default.
• W2118103618 modified "2023-09-23" @default.
• W2118103618 title "Managing the effects of diversity on social capital" @default.
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