Getting to Know You: The Influence of Personality on Impressions and Performance of Demographically Different People in Organizations

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Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover (2008, background): “…has considered whether personality traits can help individuals overcome the negative effects of actual demographic dissimilarity to the workgroup (Flynn et al., 2001) and achieve more desirable positions within their work units’ social networks (Klein et al., 2004; Mehra, Kilduff, & Brass, 2001).”
Fitting In: The Effects of Relational Demography and Person-Culture Fit on Group Process and Performance (2007, result): “These results and others suggest that at least some of what is reported as differences stemming from demographic diversity may be initial effects that are reduced when individuals share similar values (Flynn et al., 2001; Spataro, 2002).”
Network Churn: The Effects of Self-Monitoring Personality on Brokerage Dynamics (2010, background): “Prior work has found that demographically different people who are high self-monitors appear to be more capable than low self-monitors of disconfi rming stereotyped images others may have of them (Flynn, Chatman, and Spataro, 2001).”
Concealable Stigma and Occupational Segregation (2015, unknown): “Related research suggests that individuals can combat the negative stereotypes that their peers may have of them through heightened sensitivity and responsiveness to social cues about behavioral expectations (Flynn, Chatman, and Spataro, 2001).”