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dc.contributor.advisorTansik, Daviden_US
dc.contributor.authorPark, Hong Shik.
dc.creatorPark, Hong Shik.en_US
dc.date.accessioned2011-10-31T17:51:35Z
dc.date.available2011-10-31T17:51:35Z
dc.date.issued1992en_US
dc.identifier.urihttp://hdl.handle.net/10150/185891
dc.description.abstractThe previous research on the relationship between demographic similarity and organizational outcomes has been based on the similarity-attraction arguments. In this dissertation, I argue that demographic similarity (or presence of people with similar attributes in a group) is associated not only with social integration but also with competition. The discussion leads to a new model for the effect of demographic similarity on turnover. More specifically, the model posits that structural characteristics such as the absence of a strong Internal Labor Market (ILM), and individual characteristics such as age and tenure moderate the relationship between demographic similarity and turnover. Using a sample of fifty-one top management groups, I attempted to validate the proposed model in the empirical analysis. I found that, among other things, in groups without a strong ILM, or when the individuals are young or brief in tenure, age similarity was positively associated with likelihood of turnover, confirming the presence of competition effects. Tenure similarity, and main effects of tenure, however, were not found to affect the turnover process in any significant way. Implications for future research are discussed.
dc.language.isoenen_US
dc.publisherThe University of Arizona.en_US
dc.rightsCopyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.en_US
dc.subjectManagement -- Case studies.en_US
dc.titleRe-examining the relationship between demographic similarity and turnover: The case of top management groups.en_US
dc.typetexten_US
dc.typeDissertation-Reproduction (electronic)en_US
dc.identifier.oclc703606656en_US
thesis.degree.grantorUniversity of Arizonaen_US
thesis.degree.leveldoctoralen_US
dc.contributor.committeememberGutek, Barbara A.en_US
dc.contributor.committeememberPowell, Walter W.en_US
dc.contributor.committeememberSanchez, Susanen_US
dc.contributor.committeememberKannan, P.K.en_US
dc.identifier.proquest9234888en_US
thesis.degree.disciplineManagement and Policyen_US
thesis.degree.disciplineGraduate Collegeen_US
thesis.degree.namePh.D.en_US
refterms.dateFOA2018-08-17T13:17:36Z
html.description.abstractThe previous research on the relationship between demographic similarity and organizational outcomes has been based on the similarity-attraction arguments. In this dissertation, I argue that demographic similarity (or presence of people with similar attributes in a group) is associated not only with social integration but also with competition. The discussion leads to a new model for the effect of demographic similarity on turnover. More specifically, the model posits that structural characteristics such as the absence of a strong Internal Labor Market (ILM), and individual characteristics such as age and tenure moderate the relationship between demographic similarity and turnover. Using a sample of fifty-one top management groups, I attempted to validate the proposed model in the empirical analysis. I found that, among other things, in groups without a strong ILM, or when the individuals are young or brief in tenure, age similarity was positively associated with likelihood of turnover, confirming the presence of competition effects. Tenure similarity, and main effects of tenure, however, were not found to affect the turnover process in any significant way. Implications for future research are discussed.


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