Diversity and Homophily at Work: Supportive Relations Among White and African-American Peers

By Samuel B. Bacharach, Peter A. Bamberger, D. Vashdi. 2004

185 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3717a01fa7936de43f5cb13f67a137680f1f1265

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Citations in the corpus

Group norms and excessive absenteeism : The role of peer referent others (2007, background): “Finally, if being around one’s work-based significant others is, at least from a social perspective, a key motivator for attending work ( Bacharach et al., 2005; Gersick, Bartunek, & Dutton, 2000), then it may be that individuals are less motivated to attend when their referents exhibit a pattern o”
The Effect of Conformist and Attentive-To-Detail Members on Team Innovation: Reconciling the Innovation Paradox (2011, background): “, configuration 7, Table 5), which may suffer from social categorization biases and conflicts and be less likely to develop a shared identity and intrateam communication (Bacharach et al., 2005; Earley & Mosakowski, 2000).”
To Disclose or Not to Disclose? Status Distance and Self-Disclosure in Diverse Environments (2009, background): “…& Martins, 1996; Williams & O’Reilly, 1998), but they have devoted less attention to the status differences and status concerns that abound in diverse environments (for notable exceptions see Bacharach et al., 2005; Chatman & O’Reilly, 2004; Chattopadhyay, 1999; Chattopadhyay et al., 2004).”
Abusive supervision and subordinate problem drinking: Taking resistance, stress and subordinate personality into account (2006, background): “As noted elsewhere (Bacharach et al., 2005), in each of the unions, we checked for a possible non-response bias, finding that, across a wide range of demographic criteria, our final samples were representative of the membership of their respective unions and work units.”
Recognizing the benefits of diversity: When and how does diversity increase group performance? (2010, background): “, 1999), organizational culture (Chatman, Polzwer, Barsade &Neale, 1998), collective versus individualistic values (Chatman & Sparato, 2005) as well as organizational climate (Bacharach et al., 2005) and openness to diversity (Hobman, Bordia, & Gallois, 2004) have been primarily identified as modera”
Assembling Fragments Into a Lens: A Review, Critique, and Proposed Research Agenda for the Organizational Work Climate Literature (2009, background): “For example, Bachrach, Bamberger, and Vashdi (2005) examined the effects of unit support climate (“shared perception that coworkers in a given work unit can be expected to provide both emotional and instrumental support”; p. 623) and found that shared perceptions of unit support had a positive…”