Work group diversity and group performance: an integrative model and research agenda.

By D. van Knippenberg, C. D. De Dreu, Astrid C. Homan. Journal of Applied Psychology, 2004

2,746 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/c51f7ea26e52f82cdffba3c4e82c284b2b300f18

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Citations in the corpus

Diversity in the person, diversity in the group: Challenges of identity complexity for social perception and social interaction (2009, background): “In order to provide an integrative conceptualization of these kinds of findings, van Knippenberg, De Dreu, and Homan (2004) proposed their categorization/elaboration model of diversity, which recognizes the possibility of both negative effects arising from intergroup biases but also positive…”
When and how do differences matter? An exploration of perceived similarity in teams (2008, background): “Integrating these domains is likely to yield explanatory power and nuance to the conditions under which diversity improves and restricts team effectiveness (van Knippenberg et al., 2004; Dahlin, Weingart, & Hinds, 2005), particularly as they predict formation and change in perceived similarity.”
Assessing the Impact of Nonresponse on Work Group Diversity Effects (2007, background): “In addition, we examined the reference sections of four recent diversity articles (i.e., Broschak & Davis-Blake, 2006; Harrison & Klein, in press; Van Knippenberg et al., 2004; Webber & Donahue, 2001) to identify any studies missed with the database search.”
When is educational specialization heterogeneity related to creativity in research and development teams? Transformational leadership as a moderator. (2007, background): “For a diverse team to be creative, team members should effectively interact with one another, which requires them to be highly motivated to process their ideas and perspectives (van Knippenberg et al., 2004).”
Unity Through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification (2007, background): “Whereas theoretical perspectives in diversity research disagree about the effects of diversity on performance (cf. van Knippenberg et al., 2004; Williams & O’Reilly, 1998), they tend to converge on the hypothesis that, if it has any effects, diversity has a negative impact on the psychological…”
Cultural Diversity and Team Performance: The Role of Team Member Goal Orientation (2013, background): “Researchers have recognized that the performance benefits of diversity are more likely to emerge on more complex tasks with stronger creative, problem-solving, and decision-making requirements (Jehn, Northcraft, & Neale, 1999; van Knippenberg et al., 2004; cf. Joshi & Roh, 2009).”
Workplace Diversity and Group Relations: An Overview (2006, neutral): “This also has increased interest in applying more ‘hybrid models’ that are drawn from both the information decision making and social categorization perspectives (see Van Knippenberg et al., 2004).”
Facing differences with an open mind: Openness to experience, salience of intra-group differences, and performance of diverse work groups (2008, methodology): “Building on the theoretical model put forward by van Knippenberg et al. (2004), we propose that certain combinations of compositional and structural aspects of diverse teams are more conducive to information elaboration than others and show that these variations in information elaboration can…”