Based on propositions from the resource dependency theory (RDT), we seek to understand how firms respond to social performance problems through diversity. We consider the impact of negative customer and employee incidents as social performance problems because these incidents represent two critical stakeholders, and because of the potential for such problems to cause a wider impact on the affected firms. Using firm-level longitudinal data across four-time points and a cross-lagged panel model (CLPM) to test our hypotheses, as well as a variety of supplemental analyses, we find that social performance problems relate to increases in board diversity. We also find that social performance problems act as a trigger for a virtuous cycle such that increases in board diversity are related to the subsequent adoption of diversity management practices, which are related to subsequently higher levels of board diversity. We contribute to the theory on diversity management by demonstrating how firms seek diversity as a response to social performance problems. Further, we connect board diversity to the adoption of diversity management practices, which are often studied independently, and demonstrate the mutually positive influence they have on each other. We discuss implications for theory and human resource management.

中文翻译：

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多元化的良性循环

基于资源依赖理论 (RDT) 的命题，我们试图了解企业如何通过多样性来应对社会绩效问题。我们将负面客户和员工事件的影响视为社会绩效问题，因为这些事件代表了两个关键的利益相关者，并且因为此类问题有可能对受影响的公司造成更广泛的影响。使用跨四个时间点的公司层面纵向数据和交叉滞后面板模型 (CLPM) 来测试我们的假设，以及各种补充分析，我们发现社会绩效问题与董事会多样性的增加有关。我们还发现社会绩效问题是良性循环的触发器因此，董事会多元化的增加与随后采用多元化管理实践有关，后者与随后更高水平的董事会多元化有关。我们通过展示企业如何寻求多样性来应对社会绩效问题，从而为多元化管理理论做出贡献。此外，我们将董事会多元化与多元化管理实践的采用联系起来，这通常是独立研究的，并展示它们对彼此的相互积极影响。我们讨论对理论和人力资源管理的影响。