This paper was written in full collaboration; authorship is listed in alphabetical rder. Sagiv's work on this article was supported by a grant from the Recanati Fund of the School of Business Administration at the Hebrew University.
The Value of Connecting Diversity in Organizations and Cross-Cultural Work Psychology Through Dialogue and Multiplicity
Article first published online: 2 AUG 2012
Copyright © 2012 Society for Industrial and Organizational Psychology
Industrial and Organizational Psychology
Volume 5, Issue 3, pages 373–379, September 2012
How to Cite
FERDMAN, B. M. and SAGIV, L. (2012), The Value of Connecting Diversity in Organizations and Cross-Cultural Work Psychology Through Dialogue and Multiplicity. Industrial and Organizational Psychology, 5: 373–379. doi: 10.1111/j.1754-9434.2012.01454.x
- Issue published online: 2 AUG 2012
- Article first published online: 2 AUG 2012
In our focal article (Ferdman & Sagiv, 2012), we suggested that increased dialogue and connection between researchers and practitioners focused on diversity in organizations and those focused on cross-cultural work psychology could be beneficial to growth and advancement in both fields. The thoughtful and intriguing commentaries to the article are heterogeneous both in the topics they focus on and in their relative emphasis on theory versus practice, and in our view support our call for more dialogue. In this response, we address some of the key issues the commentaries stimulated for us, including the notion of integration versus homogenization and the differential role of values in research in each field. We summarize by highlighting, as did many of the commentaries, the importance of multiple and diverse approaches and perspectives, a value consistent with both fields.