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A Distinction Without a Difference? Why Synergies Between Diversity and Cross-Cultural Psychology Benefit Global Organizations

Published online by Cambridge University Press:  07 January 2015

Patricia Denise J. Lopez  and
Jay M. Finkelman
Patricia Denise J. Lopez*
Affiliation:
Alliant International University
Jay M. Finkelman
Affiliation:
Alliant International University
*
E-mail: dlopez@alliant.edu, Address: California School of Professional Psychology, Organizational Psychology Programs, Alliant International University, 1000 S. Fremont Avenue Unit 5, Bldg. 7, Alhambra, CA 91803
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 5 , Issue 3 , September 2012 , pp. 349 - 351
Copyright
Copyright © Society for Industrial and Organizational Psychology 2012 

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References

Ferdman, B. M., & Sagiv, L. (2012). Diversity in organizations and cross-cultural work psychology: What if they were more connected? Industrial and Organizational Psychology: Perspectives on Science and Practice, 5, 323–345.Google Scholar
Jonsen, K., Maznevski, M., & Schneider, S. (2011). Special Review Article: Diversity and its not so diverse literature: An international perspective. International Journal of Cross Cultural Management, 11, 35–62. Google Scholar
Lopez, P. D., Ensari, N.,& Gutierrez, E. (2011). An interview study on managers' and diversity experts' perceptions of multiculturalism and internationalism in organizations. Unpublished manuscript.Google Scholar
Nardon, L., & Steers, R. M. (2008). The new global manager: Learning cultures on the fly. Organizational Dynamics, 37, 47–59. Google Scholar
Ng, K., Van Dyne, L., & Ang, S. (2009). From experience to experiential learning: Cultural intelligence as a learning capability for global leader development. Academy of Management Learning & Education, 8, 511–526. Google Scholar