K
Kim C. Brimhall
Researcher at Binghamton University
Publications - 18
Citations - 511
Kim C. Brimhall is an academic researcher from Binghamton University. The author has contributed to research in topics: Inclusion (education) & Transformational leadership. The author has an hindex of 8, co-authored 15 publications receiving 319 citations. Previous affiliations of Kim C. Brimhall include University of California, San Diego & University of Southern California.
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Journal ArticleDOI
The Promise of Diversity Management for Climate of Inclusion: A State-of-the-Art Review and Meta-Analysis
Michàlle E. Mor Barak,Erica L. Lizano,Ahraemi Kim,Lei Duan,Min-Kyoung Rhee,Hsin-Yi Hsiao,Kim C. Brimhall +6 more
TL;DR: In this paper, a theory-based conceptual model of organizational diversity, climate of inclusion, and beneficial/detrimental outcomes was applied to 30 qualified studies (N = 496,740 workers).
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The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers
TL;DR: In this article, a conceptual model of the relationships between diversity characteristics, leader-member exchange, diversity climate, perception of inclusion, and job satisfaction and intention to leave among public child welfare workers was used to understand how workforce diversity can be channeled into positive organizational outcomes.
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The Critical Role of Workplace Inclusion in Fostering Innovation, Job Satisfaction, and Quality of Care in a Diverse Human Service Organization
TL;DR: For example, the authors found that little research exists about the influence of inclusion on innovation, job creation, and job satisfaction in human service organizations, yet they recognize the need to create inclusive workplaces.
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Increasing Workplace Inclusion: The Promise of Leader-Member Exchange
Kim C. Brimhall,Michàlle E. Mor Barak,Michael S. Hurlburt,John J. McArdle,Lawrence A. Palinkas,Benjamin F. Henwood +5 more
TL;DR: In this paper, the importance of improving leadership interactions with their employees to increase workplace inclusion was highlighted, and favorable perceptions of leader-member exchange were associated with increased feelings of inclusion 6 and 12 months later.
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Exploratory Mediation Analysis via Regularization.
TL;DR: This work demonstrates that this two-stage approach called exploratory mediation analysis via regularization (XMed) is able to correctly identify mediators more often than conventional approaches and that its estimates are unbiased.