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    This study examines the relationship between gender diversity practices, representation of women in middle management, and organizational performance. It finds that gender diverse middle management is more likely to consider diverse perspectives from subordinates, support new ideas, and enhance the high performance work system and organizational performance. However, the study only examined companies in South Korea and did not account for other factors that could influence relationships between gender diversity and management approaches.

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    This study examines the relationship between gender diversity practices, representation of women in middle management, and organizational performance. It finds that gender diverse middle management is more likely to consider diverse perspectives from subordinates, support new ideas, and enhance the high performance work system and organizational performance. However, the study only examined companies in South Korea and did not account for other factors that could influence relationships between gender diversity and management approaches.

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    This study examines the relationship between gender diversity practices, representation of women in middle management, and organizational performance. It finds that gender diverse middle management is more likely to consider diverse perspectives from subordinates, support new ideas, and enhance the high performance work system and organizational performance. However, the study only examined companies in South Korea and did not account for other factors that could influence relationships between gender diversity and management approaches.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    13 views3 pages

    Step 1: Bibliographic Details

    Uploaded by

    s3877235
    This study examines the relationship between gender diversity practices, representation of women in middle management, and organizational performance. It finds that gender diverse middle management is more likely to consider diverse perspectives from subordinates, support new ideas, and enhance the high performance work system and organizational performance. However, the study only examined companies in South Korea and did not account for other factors that could influence relationships between gender diversity and management approaches.

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    of 3

    RMIT Classification: Trusted

    Step 1: Bibliographic Details


    Q1 How do you cite this article according to RMIT Harvard Business Referencing style?
    Min-Kyu Joo, Jeong-Yeon Lee, Dejun Tony Kong, Phillip M. Jolly (2022), “Gender diversity
    advantage at middle management: Implications for high performance work system
    improvement and organizational performance”, Human Resource Management Journal.

    Step 2: Brief Overview/Description


    Q2 Indicate the aim of the study.
    This study, which is grounded in Hofstede's organizational culture theory, asserts positive
    relationships between gender diversity practices and organizational performance of the firm
    and the representation of women in middle management. Additionally, it hypothesizes and
    investigates a moderating effect of the diversity perspective, which is drawn from the theory
    of change, on the two main relationships.

    Q3 Outline the main argument/s and key theory/ies.


    According to Hofstede's organizational culture theory in 1980, disparities in gender can have
    an impact on how decisions are made, and duties are assigned at work, which was
    demonstrated in the study, as female middle management are more likely to pay attention
    to subtle information (Darley & Smith, 1995), and less likely to adopt problem-solving
    strategies that conform to existing beliefs or heuristics from lower subordinates. They are
    also more likely to focus on the relationships between sets of individual pieces of
    information (Chung & Monroe, 1998) and have better recall after encountering new
    information than male management workers (Erngrund et al., 1996).
    The study also makes use of diversity and inclusion theory, which honours all points of view
    and fosters a more valuable workplace for people from various origins and cultures. This is
    demonstrated in the study as middle management supports proposals from lower-level
    subordinates and works with top managers to address issues relating to those heuristics and
    beliefs to achieve a stronger HPWS while also addressing the needs of internal human
    capital and employees (Eagly & Johnson, 1990).

    Step 3: Critical Analysis


    Q4 What is the main contribution of the manuscript to both the literature and practitioners?
    The study's conclusions make valuable contributions with implications. First, this study
    demonstrates the significance of middle management in focusing on internal human capital
    and serving as a link between lower and top management levels in modifying and enhancing
    RMIT Classification: Trusted

    the current strategy for the benefit of the organization through promoting cutting-edge
    alternatives, projects, and tactics to senior management and HR management.
    The study also discussed how the impact of gender diversity among subordinates and
    middle management on HPWS improvement: Organizational demography and living
    standards. While middle management that is gender varied has more collaborative
    negotiating and engaging leadership abilities than middle management that is gender
    homogeneous, the former has issues due to role incongruity. Moreover, the fresh ideas and
    options that middle management advocates for improving HPWS can emerge from
    subordinates due to the difference in living levels. Since male and female subordinates have
    diverse work and life histories, they probably have different ideas about how the HPWS
    should operate and how it already operates because of these disparities.

    Q5 What is the main limitation of the study?


    This study's main drawback is that it only looked at South Korea's demographic gender and
    subordinate diversity. To demonstrate various organizational results, a large sample of 1101
    South Korean enterprises representing a diversity of demographics was gathered. Also, the
    study had overlooked additional elements that might have altered the connection between
    middle management's gender diversity and involvement approach, since they only
    mentioned gender diversity of subordinates.

    Step 4: Statement of Relevance


    Q6 In what way does the article relate to the concepts outlined in the course?
    This article connects to the "Organizational culture and Diversity & Inclusion" component of
    the course when it discusses the management of age diversity and organizational outcomes.
    To be more specific, the study draws on the social exchange theory, a part of the subject's
    internal environment, since there are two gender groupings when it comes to managing
    diversity, and each group has a unique set of strengths and shortcomings. The relationship
    between gender diversity policies and the organizational performance of the two gender
    groups may be traced back to Hofstede's theory.

    Q7 What is your opinion regarding the argument/s expressed by the authors?


    I wholeheartedly concur with the authors' assessment of the strategic function of female
    middle management, which amply demonstrated how gender diversity affects workplace
    culture. The study's authors' findings revealed that female middle management may
    effectively lead subordinates, fostering employee voice and involvement by encouraging
    employee proposals to be negotiated into the process of resolving issues at the company,
    thereby raising HPWS. Also, having a mix of genders in middle management will foster
    diversity inside the organization.
    RMIT Classification: Trusted

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