The present study extends knowledge of the performance consequences of workgroup diversity climate. Building upon Kopelman, Brief, and Guzzo's (1990) climate model of productivity, we introduce workgroup discrimination as a behavioral mediator that explains the positive effects of diversity climate on workgroup performance. In addition, we investigate group size as a moderator upon which this mediated relationship depends. We test these moderated-mediated propositions using a split-sample design and data from 248 military workgroups comprising 8,707 respondents. Findings from structural equation modeling reveal that diversity climate is consistently positively related to workgroup performance and that this relationship is mediated by discrimination. Results yield a pattern of moderated mediation, in that the indirect relationship between workgroup diversity climate (through perceptions of workgroup discrimination) and group performance was more pronounced in larger than in smaller workgroups. These results illustrate that discrimination and group size represent key factors in determining how a diversity climate is associated with group performance and, thus, have signifi cant implications for research and practice.

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Sexual harassment is hurtful for victims, observers, and the organizations that employ them. Although previous studies have identified numerous gender‐specific antecedents such as sex similarity and climate for sexual harassment, the present study considers the role of a more general contextual construct—organizational justice climate. Beyond examining justice climate as a predictor of sexual harassment, we also assess its potential moderation of well‐established relationships between antecedents (i.e., climate for sexual harassment and sex similarity) and sexual harassment at both the individual and unit levels. In two large military samples (Ns = 26,018 and 8,197), we found that psychological and collective justice climates (a) related negatively to sexual harassment and (b) moderated the effects of sex similarity and sexual harassment climate on sexual harassment. These findings indicate that harassment is less prevalent and established antecedents are less impactful when greater value is perceived to be placed on fairness. Moreover, the attenuating effects of justice climate appear interchangeable with those of harassment climate or sex similarity, suggesting that managing justice climate effectively generally helps to deter sexual harassment.

This paper describes an experiment to evaluate a procedure for measuring distance perception in immersive VEs. Forty-eight subjects viewed a VE with a Head Mounted Display (HMD), a Binocular Omni-Oriented Monitor (BOOM), or a computer monitor. Subjects estimated the distance to a figure of known height that was initially 40 ft away. As the figure moved forward, subjects indicated when the figure was perceived to be 30, 20, 10, 5, and 2.5 ft away. A separate group of 36 subjects performed the task in a real-world setting roughly comparable to the VE. VE distance estimation was highly variable across subjects. For distance perception involving a moving figure, in the VE conditions most subjects called out before the figure had closed to the specified distances. Distance estimation was least accurate with the monitor. In the real world, most subjects called out after the figure had closed to or passed the specified distances. Ways to improve the procedure are discussed.