Consequences of Feeling Dissimilar from Others in a Work Team

By E. Hobman, P. Bordia, C. Gallois. 2003

173 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/965d49913265f88a70df532cb4a26ef94fed6eee

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

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, background): “In another paper, it was found that group openness to diversity moderated the effects of self-to-team dissimilarity on team conflict and group involvement (Hobman et al., 2003).”
Testing a Multidimensional Theory of Person-Environment Fit (2010, background): “Other researchers considered the fit between people and their vocations (PV fit; Holland, 1985; Moos, 1987), their colleagues (variously called Person-Person, Person-People (PP), and Person-Individual fit; Graves and Powell, 1995), their work groups (PG; Adkins et al., 1996; Barsade et al., 2000; Be”
When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness (2011, background): “…voice their different views and have the motivation to value member’s diverse knowledge and goals (Tjosvold and Poon, 1998), and to openness to diversity, which reflects the extent to which individuals are open to different types of diversity or sources of dissimilarity (Hobman et al., 2003, 2004).”
Effects of task and relationship conflicts on individual work behaviors (2011, methodology): “The few individual-level studies we identified do not provide clear answers to this question because of either a different research focus (Hobman et al., 2003; Pelled, 1996; Pelled et al., 2001; Putnam, 1994) or a focus on group-level conflict in predicting individual outcomes (Jehn, 1995).”
Perceived Diversity and Team Functioning (2013, background): “One possible reason for this discrepancy is that Hobman et al. collected individual ratings, whereas we examined aggregated team member ratings. Perhaps the team members who participated in Hobman et al.’s survey differed from their fellow team members in the perception of relationship conflict. How”
Race Effects on the Employee Engagement-Turnover Intention Relationship (2005, background): “Hobman, Bordia, and Gallois (2003) recently presented results of their study showing that when members of work groups had discrepant values, task and relationship conflict increased, and involvement with the work group decreased.”
Believing shapes seeing: The impact of diversity beliefs on the construal of group composition (2010, methodology): “Perception of individual differences Perceptions of individual differences were measured using an adapted version of the scale of Hobman, Bordia, and Gallois (2003).”