Boundary spanners' identification, intergroup contact, and effective intergroup relations

By A. Richter, M. West, Rolf van Dick, J. Dawson. 2006

378 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1d332b6ef49b3da70b932edf66432323a5816652

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Citations in the corpus

Negative Emotional Reactions to Project Failure and the Self‐Compassion to Learn from the Experience (2009, background): “This is achieved by, for example, supervisor and/or co-worker support (Caverley et al., 2007; Thompson and Prottas, 2006), identifying with a group within the organization (Richter et al., 2006), and/or identifying with the organization (Ashforth, 2001; Barker and Tomkins, 1994).”
Cultural and language skills as resources for boundary spanning within the MNC (2014, background): “relevant out-groups to engage in and facilitate significant interactions between the two groups (Adams, 1976; Ancona & Caldwell, 1992; Callister & Wall, 2001; Koveshnikov et al., 2012; Richter et al., 2006).”
Past, Present and Future Research on Multiple Identities: Toward an Intrapersonal Network Approach (2014, background): “Some research shows that multiple identities are positively related to intergroup cooperation (Brewer & Pierce, 2005; Richter et al., 2006).”
Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “, 2002; Tyler & Blader, 2000; 2001), effective inter-group relations (Richter et al., 2006) and lower level of turnover intentions (Abrams et al.”
How Authentic Leadership Influences Team Performance: The Mediating Role of Team Reflexivity (2017, background): “Following Dawson's selection rate (2003; Richter et al., 2006), seven teams did not provide a sufficient group-level response rate and were therefore excluded.”
When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness (2011, result): “The cut-off point chosen was a selection rate of .32, following previous similar research (Richter et al., 2006).”
Multiple Identification Foci and Their Countervailing Effects on Salespeople's Negative Headquarters Stereotypes (2012, neutral): “When organizational identification is low and work team identification is high, comparison groups are located at the organizational subgroup level (Richter et al. 2006), making the corporate headquarters a likely target for stereotyping.”
Intergroup Leadership in Organizations: Leading Across Group and Organizational Boundaries (2012, background): “Together, this may invite intergroup biases that diminish willingness to cooperate with other groups and compromise the performance of intergroup collaborations (Kramer, 1991; Richter et al., 2006).”