Racioethnic Diversity and Group Members’ Experiences

By Luis L. Martins, Frances J. Milliken, Batia Mishan Wiesenfeld, Susan Reilly Salgado. 2003

120 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/93fb155d955250cc9174c3ba8189fffff202b21b

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Citations in the corpus

Virtual Teams: What Do We Know and Where Do We Go From Here? (2004, background): “…Leidner 2000 X Kirkman, Rosen, Tesluk and Gibson 2004 X Leenders, van Engelen and Kratzer 2003 X Lind 1999 X X Lurey and Raisinghani 2001 X X May and Carter 2001 X Maznevski and Chudoba 2000 X Appendix C. (Continued) Authors Outcomes Year Affective Performance McDonough, Kahn and Barczak 2001…”
Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. (2009, background): “Some research, for example, has found that the outcomes of racial diversity tend to be more negative in homogeneous than heterogeneous contexts (Martins et al., 2003), and thus it may be the case that in more heterogeneous contexts, the observed positive relationship between racial diversity and tur”
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity (2010, unknown): “Because women are likely to consider and be affected by both their proximal and distal contexts (Ely, 1995; Martins, Milliken, Wiesenfeld, & Salgado, 2003; Riordan, 1997; Schaffer & Riordan, 2004), this study considers the climate perceptions of women who may be tokens at the level of the work…”
Fitting In: The Effects of Relational Demography and Person-Culture Fit on Group Process and Performance (2007, background): “For example, several studies show that the initial negative effects of demographic heterogeneity may be attenuated after time as people learn about their similarity in underlying values (Chatman & Flynn, 2001; Harrison et al., 2002; Martins et al., 2003).”