The adoption of chief diversity officers among S&P 500 firms: Institutional, resource dependence, and upper echelons accounts
研究基于制度、资源依赖和高层梯队理论，分析了标普500公司设立首席多元化官的影响因素，发现公司所在州法律环境、行业采纳数量、创新强度、多元化水平、机构持股、行业女性及非裔员工比例以及女性高管比例均有显著影响。
The importance of workforce diversity has become a salient management concern given that demographic minorities comprise key sources of the workforce and consumers. As a result, some firms created chief diversity officer (CDO) positions to manage workforce diversity. This study takes a multitheoretic approach, drawing upon institutional, resource dependence, and upper echelons theories to explain firms' adoptions of this key position. Using Cox event history analyses based on a sample of S&P 500 firms, we find that, from an institutional theory perspective, firms are more likely to adopt CDOs when they are headquartered in legalized gay marriage states and the accumulative number of industry CDO adoptions is high. From a resource dependence perspective, we find that firm innovation intensity, diversification levels, transient institutional ownership, and industry female and African American employment bases can predict firms' adoptions of CDO positions. From an upper echelons explanation, we find that female top management team representation is positively associated with firms' adoptions of CDO positions.