A field study of group diversity, participation in diversity education programs, and performance

By R. Ely. 2004

291 citations recorded by the source corpus.

Subfields: Gender Studies, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6c342e688ebe9d60d42eae133a8d496ab5214cba

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Citations in the corpus

Work group diversity. (2007, background): “Ely (2004) found that tenure and age diversity interacted with a team process measure including cooperation, such that higher scores were Bezrukova (2004) observed that work group cultures that were more cooperative were associated with more positive relationships be-tween diversity and performance…”
Integrative Literature Review: Diversity Management Interventions and Organizational Performance:A Synthesis of Current Literature (2008, unknown): “Two studies revealed that diversity training can have differential effects by gender, race, or ethnicity (Ely, 2004; Hood et al., 2001), and finally, 5 studies concluded that awareness may or may not result in changed behavior or increased engagement with diversity (Armour, Bain, & Rubio, 2004; Beag”
Age Diversity, Age Discrimination Climate and Performance Consequences - a Cross Organizational Study (2011, unknown): “…& Mehra, 2000), while others have found either no significant effects (e.g., Bunderson & Sutcliffe, 2002; Simons, Pelled, & Smith, 1999) or negative effects (e.g., Ely, 2004; Leonard, Levine, & Joshi, 2004; Timmerman, 2000; West, Patterson, Dawson, & Nickel, 1999; Zenger & Lawrence, 1989).”
Diverse effects of diversity: Disaggregating effects of diversity in global virtual teams (2019, unknown): “First, the operationalization of diversity has typically been limited to simple ‘surface-level’ categories, such as gender, age, race and/or citizenship (e.g., Baugh and Graen, 1997; Ely, 2004; Harrison et al., 1998), while less visible types of differences tended to be overlooked.”
Leadership emergence in multicultural teams: The power of global characteristics (2013, background): “Global organizations face the twin challenges of creating synergy among their culturally diverse and geographically dispersed subsidiaries and coordinating their activities to maximize efficiency in their missions (Ely, 2004; Jehn & Bezrukova, 2004).”
Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups (2010, methodology): “Other studies used more objective performance indicators, such as sales performance figures (Ely, 2004; Jackson & Joshi, 2002), workgroup composite bonus (Jehn & Bezrukova, 2004), quality of customer service (Kirkman & Shapiro, 2001), or the winning percentage of teams in a sports context (Timmerman”
Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation (2015, background): “This is an important question because the research has yielded mixed results on the effects of diversity on performance (e.g. cf. Chua, 2013; Cunningham & Sagas, 2004; Ely, 2004; Kochan et al., 2003; Lynch, 2002, 2005; McMahon, 2010; cf. Sowell, 2004).”
Racial Diversity, Racial Asymmetries, and Team Learning Environment: Effects on Performance (2012, background): “Third, whereas most research on team moderators lacks objective performance indicators and is conducted on MBA-student samples (for exceptions, see Ely, 2004; Jackson & Joshi, 2004; Jehn & Bezrukova, 2004), we assessed objective performance in a field setting.”