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。重点是多样性对个人职业生涯的环境影响，以及个人在组织社会结构中的相对地位的重要性。多样性被认为是一种多维结构，考虑到性别、年龄、任期、种族、教育和资格等人口和功能特征。更准确地说，我们将处理这样一个问题，即异质劳动力和个人在组织人口统计中的相对地位是否会影响个人劳动力市场的成功。个人职业生涯的主要指标有：(1)个人离开组织的概率和(2)工资。其理论框架一方面包括经济文献中讨论的多样性理论、组织资源理论等。另一方面，运用了相似性吸引理论、社会分类理论和同事歧视理论等社会心理学研究方法。数据取自就业研究所（IAB）的综合就业履历。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授予的“组织多样性与成功”项目的数据，通过组织和区域背景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.