Perceived Dissimilarity and Work Group Involvement

By E. Hobman, P. Bordia, C. Gallois. 2004

200 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/761ec097b2c8fda0ce4084e148097613c48d894a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Bertolt Meyer
2. Lindred L. Greer
3. Rebecca Mitchell
4. Meir Shemla
5. Karen A. Jehn
6. Brendan Boyle
7. Simone E. Volet
8. Stephen Nicholas

In Organizational Behavior and Human Resource Management

1. Bertolt Meyer
2. Lindred L. Greer
3. Rebecca Mitchell
4. Brendan Boyle
5. Meir Shemla
6. Stephen Nicholas
7. Karen A. Jehn
8. Sherry M. B. Thatcher

In Sociology and Political Science

1. Bertolt Meyer
2. Lindred L. Greer
3. Karen A. Jehn
4. Meir Shemla
5. Rebecca Mitchell
6. Brendan Boyle
7. Stephen Nicholas
8. Simone E. Volet

Citations in the corpus

• A review of perceived diversity in teams: Does how members perceive their team's composition affect team processes and outcomes? (2016, methodology): “Perceived diversity, in contrast, takes into account possible individual differences with regard to the extent to which individuals perceive diversity in their groups to exist (Acar, 2010; Hobman et al., 2004; Shemla & Meyer, 2012).”
• The Role of Openness to Cognitive Diversity and Group Processes in Knowledge Creation (2009, methodology): “…the view that others should be allowed to freely express their differing views, the belief that there is value in others’ knowledge and objectives and the perception that there is merit in using the best of others’ ideas (Anderson & West, 1998; Hobman et al., 2004; Tjosvold & Poon, 1998).”
• Students’ attitudes towards culturally mixed groups on international campuses: impact of participation in diverse and non‐diverse groups (2008, background): “To date, research on culturally mixed group work has predominantly focused on interactional patterns (e.g. Hobman, Bordia, and Gallois 2004; Wright and Lander 2003) and task performance (e.g. Watson, Johnson, and Merritt 1998) in culturally mixed groups.”
• Perceived diversity and organizational performance (2007, background): “Previous studies that have considered perceptual diversity measures have examined diversity at the team level of analysis (Hobman et al., 2004; Kirchmeyer, 1995; Harrison et al., 1998; Harrison et al., 2002; Jehn et al., 1999) or dyad level of analysis (Orpen, 1984;”