In this response, we address the thoughtful commentaries by Chen and Tsui, and Erez and highlight three overarching themes emerging from their contributions. First, we address the challenge of balancing complexity and parsimony in our model of values, HRM practices and fit in cross-cultural...

This study builds on the research in human diversity, distributional demography, and relational demography by proposing a new construct, perceived relational diversity, that refers to the extent to which employees perceive themselves to be similar to (or different from) other members of their...

A great many American firms have organized workplace decision-making in new ways to get employees more involved in their jobs -- using policies like self-directed work teams, total equality management, quality circles, profit-sharing, and diverse other programs. This paper uses a firm-based data...