Despite the large amount of extended research on the relationship between organization demography and performance, researchers have given very little attention to the causes and correlations of various organizational shapes and forms. Pervious research on organizational demography has largely relied on single-dimension instruments, such as coefficient of variation or Gini index , to measure the degree of demographic heterogeneity within the organization. Without direct measurements of organizational configuration, this research stream failed to distinguish the effects of "diversity" from the effects of "organizational shapes". Based on the empirical data of more than 6008 establishments in Taiwan, this study extends prior research on organizational demography by proposing a simple taxonomy to classify organizations into four generic types:"pyramid", "reverse-pyramid", "diamond", and "I"-shape. It seeks to idenify the underlying mechanisms through which various structural factors affect an organization's demographic distribution. The results indicate that age and seniority distributions within an organization vary with turnover rates, size of the establishment, organizations' age, industry, and geographic location.
英文關鍵字
Organizational Demography, Human Resource Management, Employee Turnover