Diversity and individual careers

该项目将分析多样性对组织成员个人职业生涯的影响。重点是对个人职业生涯的多样性的背景效应，以及在组织的社会结构中的个人的相对位置的意义。多样性被认为是一个多层面的结构，考虑到人口和职能特征，如性别、年龄、任期、种族、教育和资格。更准确地说，我们将处理的问题是否异质性的劳动力和组织人口中的个人的相对位置影响个人劳动力市场的成功。个人职业的主要指标是（1）个人离开组织的可能性和（2）工资。理论框架包括一方面的理论，如多样性的方法和组织资源理论，在经济文献中讨论，以及。另一方面，运用社会心理学的方法，如相似吸引理论、社会范畴化理论和同事区分理论。数据来自就业研究所（IAB）的综合就业传记（IEB）。这些数据可以对个人职业轨迹进行全面分析。此外，2011-2012年由DFG批准的组织多样性和成功项目的数据通过有关组织和区域背景的信息补充了这些传记信息。

The project will analyze the effects of diversity on individual careers of organization members. The focus is on context effects of diversity on individual careers as well as on the significance of the relative position of individuals in the social structure of organizations. Diversity is conceived as multidimensional construct having regard to demographic and functional characteristics like gender, age, tenure, ethnicity, education and qualification. More precisely, we will deal with the question whether a heterogeneous workforce and the relative position of individuals within organizational demography affect individual labor market success. Main indicators of individual careers are (1) the individual probability of leaving an organization and (2) the wage. The theoretical framework consists on the one hand of theories like diversity approaches and organizational resource theory which are discussed in the economic literature as well. On the other hand, social psychological approaches like similarity attraction theory, the theory of social categorization and the approach of co-worker discriminiation are applied. Data are taken from the Integrated Employment Biographies (IEB) of the Institute of Employment Research (IAB). These data allow comprehensive analyses of individual career trajectories. Additionally, data from the project Diversity and Success of Organizations that is granted by the DFG in 2011-2012 supplement these biographical information by information on the organizational and regional context.