Interacting Dimensions of Diversity: Cross-Categorization and the Functioning of Diverse Work Groups.

Abstract

AND KEYWORDS AbstractWe conducted an experiment to show how the interplay between informational diversity and other dimensions of diversity can account for some of the inconsistent effects of informational

Microdynamics in Diverse Teams: A Review and Integration of the Diversity and Stereotyping Literatures

“…1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 12 Several studies supported aspects of the CEM, such as the centrality of elaboration processes for the positive consequences of diversity (e.g., Homan et al, 2007a;Homan, van Knippenberg, van Kleef, & De Dreu, 2007b), the moderating effects of trait operationalizations of identity threat such as pro-diversity beliefs and openness (e.g., Hentschel, Shemla, Wegge, & Kearney, 2013;Homan et al, 2008;Homan et al, 2007a;Nakui, Paulus, & van Oudenhoven-van der Zee, 2011; van Dick, van Knippenberg, Hagele, Guillaume, & Brodbeck, 2008;Whitt, Edison, Pascarella, Terenzini, & Nora, 2001), and the moderating role of task motivation (Meyer & Schermuly, 2012). Further moderators that go beyond those explicitly mentioned in the CEM include certain leadership styles (Homan & Greer, 2013;, team members' need for cognition (Kearney, Gebert, & Voelpel, 2009), norms (Mitchell & Boyle, 2015, and leader inclusiveness , to name only a few.…”

Facing Differences With an Open Mind: Openness to Experience, Salience of Intragroup Differences, and Performance of Diverse Work Groups

“…Migdal et al's analysis further showed that intergroup bias is reduced when diversity attributes are crossed, which reduces intragroup conflict and enhances information elaboration (Homan et al, 2007b). Finally, Marcus-Newhall, Miller, Holtz, and Brewer (1993) showed that crossing existing subgroups with role expectancies decreased intergroup bias compared to converging subgroups with roles.…”

“…Under these conditions, teams may suffer from the detrimental effects of diversity. Gaertner et al (1989) found that when subgroups were made salient by rewarding teams based on subgroup performance, inter-subgroup processes deteriorated (see also Homan et al, 2007b). Similarly, Lau and Murnighan (2005) showed that convergence of multiple diversity characteristics-in their study ethnicity and sex-increased the salience of subgroups, resulting in deteriorated group functioning.…”

“…This measure is based on the definition of information elaboration as provided by van Knippenberg et al (2004). 2 It was adapted for this specific task from the questionnaire used by Homan et al (2007b). The items were "The group members contributed a lot of information during the group-task," "The group members contributed unique information during the group-task," and "During the task, we tried to use all available information."…”

“…The more differences co-vary, the higher the comparative fit, and hence, the more people will perceive the group as consisting of subgroups (i.e., subgroup categorization; Hewstone, Rubin, & Willis, 2002). Recently, this notion of social category salience has received increasing research attention in the diversity literature (e.g., Earley & Mosakowski, 2000;Homan, van Knippenberg, Van Kleef, & De Dreu, 2007b;Lau & Murnighan, 1998;Thatcher, Jehn, & Zanuto, 2003). Extending this line of research, we argue that the salience of intra-group differences depends not only on correlations among diversity-related variables but also on aspects of the situation that are unrelated to diversity.…”