Capitalizing on Diversity: Interpersonal Congruence in Small Work Groups

By Jeffrey T. Polzer, L. Milton, William B. Swarm. 2001

645 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a02271b5a60fdfbe4fce611cb7758b4c28bd0393

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Citations in the corpus

Revisiting faultline conceptualization: measuring faultline strength and distance (2011, background): “Of course, some attempts to take into account the combined effects of multiple demographic characteristics have been made (e.g., Jehn et al. 1999; Polzer et al. 2002); however, they were based on statistical aggregation (constructing aggregated dispersion measures by averaging across demographic…”
Group Feedback for Continuous Learning (2006, background): “This is important for group success, especially in diverse groups doing fairly complex work (Polzer et al., 2002).”
Facing differences with an open mind: Openness to experience, salience of intra-group differences, and performance of diverse work groups (2008, background): “Emphasizing a superordinate identity could cause group members to replace their personalized self-conception with a cognitive representation of themselves as embodiments of the work group prototype (Polzer et al., 2002).”
Creativity from Constraint? How the Political Correctness Norm Influences Creativity in Mixed-sex Work Groups (2015, background): “But it might not be necessary for organizations to promote the PC norm in homogenous groups or, to the extent that homogeneity is a proxy for cohesion, in groups that already have experience working together (e.g., Polzer, Milton, and Swann, 2002).”
A field study of group diversity, participation in diversity education programs, and performance (2004, neutral): “In short, if group members suppress their differences then they may have difficulty mobilizing them as resources in service of the group’s work (Polzer et al., 2002).”
Person-Group Fit (2015, background): “Demographic characteristics have frequently been acknowledged as possible antecedents to fit perceptions (Elfenbein & O’Reilly, 2007; Kristof, 1996; Polzer et al., 2002).”
Breaking Them in or Eliciting Their Best? Reframing Socialization around Newcomers’ Authentic Self-expression (2013, background): “Although there is some evidence in work settings suggesting that individuals are more productive when their self-views are reflected back to them (Polzer, Milton, and Swann, 2002; Swann et al., 2004; Cable and Kay, 2012), these ideas have not been examined in the context of the pivotal period of…”