When and how do differences matter? An exploration of perceived similarity in teams

By Mary E. Zellmer-Bruhn, Mary M. Maloney, A. Bhappu, Rommel O. Salvador. 2008

222 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/5d69ffe64c6d7c6079b2e09fe8aac9d07c54b858

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In Gender Studies

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Citations in the corpus

Can Confidence Come Too Soon? Collective Efficacy, Conflict and Group Performance over Time. (2010, background): “Peterson & Behfar, 2003; Staw, 1975), initially awkward or difficult interactions between demographically different people (Zellmer-Bruhn et al., 2008) may result in lower confidence in”
The faultline activation process and the effects of activated faultlines on coalition formation, conflict, and group outcomes (2010, background): “Diversity and workgroup research has also examined the processes by which a specific individual characteristic becomes salient in a workgroup (cf. Harrison & Klein, 2007; e.g., Moreland, Levine, & Wingert, 1996; Zellmer-Bruhn et al., 2008), focusing on the ease of assessment or visibility of the cha”
A Tale of Two Factions: Why and When Factional Demographic Faultlines Hurt Board Performance (2015, background): “the dormant demographic faultline per se, that negatively affects group functioning (Jehn & Bezrukova, 2010; Spell, Bezrukova, Haar & Spell, 2011; Zellmer-Bruhn et al., 2008).”
Diversity in the person, diversity in the group: Challenges of identity complexity for social perception and social interaction (2009, background): “The same basic idea was taken up by Zellmer-Bruhn et al. (2008) in a study that examined changes in the subjective diversity of groups that unfold over time.”
Person-Group Fit (2015, background): “…diversity in prior work experience and level of education should lead teams to raise divergent ideas and opinions about how to best perform the team task (De Dreu & West, 2001; jehn & Bezrukova, 2004; jehn, Bezrukova, & Thatcher, 2008; van Knippenberg et al., 2004; Zellmer-Bruhn et al., 2008).”
A Dynamic Perspective on Diverse Teams: Moving from the Dual-Process Model to a Dynamic Coordination-based Model of Diverse Team Performance (2016, background): “Similarly, it may be the case that team members’ perceptions of deep-level differences on the team, contained in transactive memory systems or shared mental models, change over time (e.g. Zellmer-Bruhn et al., 2008).”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “(Jehn, Northcraft, & Neale, 1999; Liao, Chuang, & Joshi, 2008; Zellmer-Bruhn et al., 2008), and the effects of perceived demographic diversity seem to decline over time, while the”
Social Category Salience Moderates the Effect of Diversity Faultlines on Information Elaboration (2011, background): “A review of the literature teaches us that several studies investigated the effects of perceived diversity (i.e., social categorization) on group outcomes (Harrison et al., 2002; van Dick, van Knippenberg, Hagele, Guillaume, & Brodbeck, 2008; Zellmer-Bruhn et al., 2008).”
Gender and Tenure Diversity in GitHub Teams (2015, background): “How team members react to diversity depends on the extent to which member characteristics are salient, and the effects are moderated by time [24, 30, 68].”
Believing shapes seeing: The impact of diversity beliefs on the construal of group composition (2010, background): “Recent work suggests that perceived diversity is more consequential for group functioning than objective diversity (Homan & Jehn, in press; Zellmer-Bruhn et al., 2008).”