Diversity and team outcomes: the moderating effects of outcome interdependence and group longevity and the mediating effect of reflexivity

By M. Schippers, Deanne N. den Hartog, Paul L. Koopman. 2003

477 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c52114af72791caaac7d050373cbe7c0f69009b6

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Cooperative outcome interdependence, task reflexivity, and team effectiveness: a motivated information processing perspective. (2007, methodology): “Task reflexivity was measured with a selection of the items reported by Carter and West (1998; see also De Dreu 2002; Schippers et al., 2003).”
Recognizing the benefits of diversity: When and how does diversity increase group performance? (2010, background): “Such unexpected results are explained by the underlying reasoning that communication frequency may be an indicator of conflict (Schippers et al., 2003).”
Considering diversity: The positive effects of considerate leadership in diverse teams (2013, unknown): “On the one hand, contextual factors that make groups more likely to elaborate upon their divergent information and perspectives (e.g., reflexivity) can be expected to enhance the relationship between diversity and team performance (e.g., Schippers et al., 2003).”
Managing diversity and enhancing team outcomes: the promise of transformational leadership. (2009, background): “Other researchers have found evidence for a mediating role of team learning (Van der Vegt & Bunderson, 2005) and team reflexivity (Schippers et al., 2003), respectively.”
Size Does Matter: How Varying Group Sizes in a Sample Affect the Most Common Measures of Group Diversity (2009, background): “diversity literature is replete with such studies (e.g., Barsade et al., 2000; Jackson & Joshi, 2004; Jehn & Bezrukova, 2004; Kearney & Gebert, 2009; Li & Hambrick, 2005; Schippers et al., 2003).”
The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “…between diverse workforces, profitability, and innovation (Erhardt et al., 2003; Richard, 2000; Richard and Munthi, 2008), they have also found diverse workforces to report lower levels of commitment and satisfaction than homogenous workforces (Schippers et al., 2003; Tsui et al., 1992).”
The Role of Team Identification in the Dissimilarity-Conflict Relationship (2006, background): “Some strategies may include: seating individuals next to dissimilar members (Gaertner, Mann, Murrell, & Dovidio, 1989), encouraging discussion (Gaertner, Mann, Dovidio, Murrell, & Pomare, 1990) and by using goals and tasks that are interdependent (e.g. Mohammed & Angell, 2004; Schippers et al., 2003”
The Role Of Context In Work Team Diversity Research: A Meta-Analytic Review (2009, background): “Since short-term teams are also associated with shorter team tenure, team members may be less likely to attribute task-based differences to deeper attitudinal or personality-based differences (Harrison et al., 1998; Schippers et al., 2003).”
When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness (2011, background): “Our study responds to calls in the broader diversity research field to understand the circumstances under which diverse composition generates positive effects (Schippers et al., 2003; Van Knippenberg and Schippers, 2007) and also provides advice regarding risk factors capable of increasing the negat”