M
Myrtle P. Bell
Researcher at University of Texas at Arlington
Publications - 68
Citations - 5512
Myrtle P. Bell is an academic researcher from University of Texas at Arlington. The author has contributed to research in topics: Diversity (politics) & Diversity (business). The author has an hindex of 31, co-authored 68 publications receiving 4962 citations. Previous affiliations of Myrtle P. Bell include University of Massachusetts Amherst & University of Texas System.
Papers
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Beyond Relational Demography: Time and the Effects of Surface- and Deep-Level Diversity on Work Group Cohesion
TL;DR: This paper examined the impact of surface-level and deep-level diversity on group social integration and found that the length of time group members worked together weakened the effects of surface level diversity and strengthened the effect of deep level diversity as group members bad the opportunity to engage in meaningful interactions.
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Work–Life, Diversity and Intersectionality: A Critical Review and Research Agenda
TL;DR: The authors provides a critical review of the work-life literature from 1990 onwards through the lens of diversity, with a particular focus on disparities of power induced by methodological and conceptual framings of work and life.
Posted Content
Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees
TL;DR: In this paper, the authors identify negative consequences of silencing and propose ways in which the voices of GLBT employees and other invisible minorities can be heard and make recommendations for HR managers to facilitate the expression of voice.
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Abject Economics The Effects of Battering and Violence on Women’s Work and Employability
Angela M. Moe,Myrtle P. Bell +1 more
TL;DR: In this article, the authors analyzed how battering impacts the work and employability of women from various employment levels and backgrounds. And they found that women described instances in which battering had obstructed their ability to find work, maintain employment and use their wages to establish greater economic independence and safety.
Journal ArticleDOI
Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees
TL;DR: In this paper, the authors identify negative consequences of silencing and propose ways in which the voices of GLBT employees and other invisible minorities can be heard and make recommendations for HR managers to facilitate the expression of voice.