Identity salience: a moderator of the relationship between group gender composition and work group conflict

By Amy E. Randel. 2002

244 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/3ebe867a06ec64ac2a1145d24fa1cdc1352b74da

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Citations in the corpus

The Role of Team Identification in the Dissimilarity-Conflict Relationship (2006, unknown): “…upon conflict within work teams (Hobman, Bordia, & Gallois, 2003, 2004; Jehn, 1995; Jehn, Chadwick, & Thatcher, 1997; Jehn, Northcraft, & Neale, 1999; Mohammed & Angell, 2004; Pelled, 1996a; Pelled, Eisenhardt & Xin, 1999; Pelled, Xin, & Weiss, 2001; Randel, 2002; Thatcher, Jehn, & Zanutto, 2003).”
Inteligencia emocional y género: más allá de las diferencias sexuales (2012, unknown): “…con dichos rasgos de género es un factor rele-vante a la hora de explicar diferencias sexuales en distintas variables psicológicas y culturales (Dambrun, Duarte y Gui-mond, 2004; Hyde, 2005; Randel, 2002; Bourne y Maxwell, 2010), así como en la experiencia y expresión emocional (Fischer, 1993).”
Consequences of Feeling Dissimilar from Others in a Work Team (2003, result): “Support for examining perceptions of dissimilarity is obtained from a recent study by Randel (2000) .”
Diversity in the person, diversity in the group: Challenges of identity complexity for social perception and social interaction (2009, background): “Once salient, these categories can then determine which goals and norms are salient as well as guide perceptions of other team members (Early & Mosakowski, 2000; Randel, 2002).”
Does job insecurity threaten who you are? Introducing a social identity perspective to explain well-being and performance consequences of job insecurity (2017, background): “Job insecurity makes a person’s identity as employed salient, and threatens it The process of identity salience can be triggered by a number of factors, such as a change in the group composition (e.g., Randel, 2002) - or the noticeable presence of an outgroup (e.g., Ashforth & Mael, 1989).”
Managerial Gender Diversity and Firm Performance (2016, unknown): “In research about tokens at the group level, Randel (2002) and Pelled (1996) reported that tokens were likely to exacerbate issues of identity salience that create relational conflict in groups.”
Do Workgroup Faultlines Help or Hurt? A Moderated Model of Faultlines, Team Identification, and Group Performance (2009, background): “Given that members may identify with multiple units of affiliation (Brewer 1995, Randel 2002), crosscategorization theory (Brewer 2000, Crisp and Hewstone 2000) provides additional support for the moderating effect of team identification.”
Assessing the Impact of Nonresponse on Work Group Diversity Effects (2007, background): “As shown in Table 1, a few researchers report the mean within-group response rate; among those that do, the range is from “less than 50%” (Simons, Pelled, & Smith, 1999) to 75% (Randel, 2002).”
Experiencing Diversity, Conflict, and Emotions in Teams (2003, background): “Awareness of a social identity group may be increased if that identity group has distinctive (visible) characteristics in relation to others in the team as noted below; if there is an unequal ratio of members from that identity group compared with other social identity groups (Randel, 2002); or if t”
Sticking out like a sore thumb: Employee dissimilarity and deviance at work (2004, background): “Following Robinson and Bennett (1995), we define deviance as employee “voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both” (p.”
Firm Performance and Women on the Board: Evidence from Spanish Small and Medium-Sized Enterprises (2014, background): “…when the proportion of each category is the same.3 Both indexes are analogous but the Shannon Index is more sensitive to small differences in the gender composition of the board.4 Some researchers emphasize that a board is gender diversified when it contains both men and women (Amy E. Randel 2002).”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “When an employee is a numerical minority within his/her work group, he/she may then tend to appear vulnerable due to this numerical minority status (Karakowsky and Siegel 1999; Randel 2002).”
Diversity faultlines, shared objectives, and top management team performance (2011, background): “It would be valuable if future research would assess the salience of subgroupings and the shared team membership (see Earley and Mosakowski, 2000; Randel, 2002) to further substantiate our analysis.”