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The purpose of this paper is to integrate process complexity as an object of analysis within effective quality management (QM).

This paper systematically analyzes different conceptions of complexity theory and characterizes process complexity from a QM perspective producing new insights how to address process complexity for continuous improvement.

The authors identified and specified four complexity characteristics, which we integrated in a holistic process complexity model (PCM). The author further developed the idea of internal and external process complexity and demonstrated that internal complexity needs to balance external complexity. Based on the PCM, internal process complexity can be analyzed and suitable management approaches can be selected, while conventional QM practices showed to be inefficient or even contra-productive when applied in the context of process complexity.

This research is adapted to fit the needs of production processes. The PCM is designed from a QM perspective.

The developed model allows companies to specify and characterize process complexity in order to reflect on the appropriateness of their process management approaches. Furthermore, it gives an additional perspective on process analysis for tapping the full potential of process improvement programs.

This paper combines complexity theory with QM.

How diversity in management boards affects employer attractiveness has yet to be fully clarified. This paper aims to contrast the two main theoretical rationales – similarity attraction and diversity attraction – and examines whether potential employees are more attracted to an organization with a homogenous board (in terms of gender and ethnicity) or to an organization with a diverse board.

Participants (N = 629) were simultaneously presented with two pictures of management boards, whereby the gender and ethnic composition of the boards were manipulated. Moreover, to examine whether social desirability influences the ratings of an organization’s attractiveness, survey anonymity was varied using an indirect questioning technique.

The findings supported the diversity attraction rationale: organizations with gender-balanced, multicultural boards were seen as more attractive than organizations with monolithic boards. However, this effect seemed to be influenced – at least partially – by social desirability.

Additional research is needed to examine the extents to which people care about the degree of similarity between themselves and a management board.

The findings illustrate board composition as an employer branding strategy. Specifically, the results indicate that an organization can benefit from a diverse management board when this information is communicated to applicants.

People’s attitudes toward organizations with diverse boards seem – in part – to be rooted in their motivation to comply with social norms.

Theoretical accounts (similarity attraction theory vs diversity attraction) lead to somewhat contradicting predictions, and the available empirical evidence was rather indirect and correlational. This study provides a controlled empirical investigation contrasting the two contradicting predictions.