AN ALTERNATIVE EXPLANATION FOR THE ASYMMETRICAL EFFECTS IN RELATIONAL DEMOGRAPHY RESEARCH
指出关系人口统计学研究中观察到的不对称效应实际上是方法伪像，源于群体成员比例失衡和欧氏距离测量缺陷，并提出了改进建议。
Several relational demography studies have demonstrated asymmetrical effects of dissimilarity across different groups of employees. Some groups of employees appear to be more influenced by differences from fellow employees, whereas other groups of employees appear indifferent. Although numerous theoretical explanations have been developed to account for these asymmetrical effects, this paper argues that such effects are actually methodological artifacts resulting from an imbalance in the proportion of group members and deficiencies in the most commonly used measure of dissimilarity, Euclidean distance. This paper illustrates how such asymmetrical effects can be observed even when none exist in the population. Suggestions for methodological improvements in future diversity research are discussed along with recommendations for managing diversity in organizations.