Diverse groups and information sharing: The effects of congruent ties.

By Katherine W. Phillips, Elizabeth A. Mannix, Margaret A. Neale, Deborah H. Gruenfeld. 2004

333 citations recorded by the source corpus.

Subfields: Communication, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c7ae6e5226b23bdd906783000772ed7f7b2b75a0

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Surface-Level Diversity and Decision-Making in Groups: When Does Deep-Level Similarity Help? (2006, positive): “…participants were ﬁrst given approximately 20 minutes to read and review materials in order to determine which of four suspects committed a murder (materials drawn from Stasser & Stewart, 1992 and also used by Gruenfeld et al., 1996; Liljenquist, Galinsky, & Kray, 2004; Phillips et al., 2004).”
A Dynamic Perspective on Diverse Teams: Moving from the Dual-Process Model to a Dynamic Coordination-based Model of Diverse Team Performance (2016, background): “…can be a signal that deep-level differences between team members exist, creating an expectation that there will be differences of information or opinion (Phillips et al., 2004) and a sense of congruence about norms and interpersonal relations in the team (Phillips, 2003; Rink & Ellemers, 2007b).”
From Creativity to Innovation: The Social Network Drivers of the Four Phases of the Idea Journey (2017, background): “Moreover, since creators are motivated to restore balance, the lack of it might lead them to discard the content received from strong ties (Phillips et al., 2004).”
Social Category Salience Moderates the Effect of Diversity Faultlines on Information Elaboration (2011, background): “Studies that did not find a negative effect of faultlines did not employ such a check (Phillips et al., 2004; Thatcher et al., 2003).”
When and how does functional diversity influence team innovation? The mediating role of knowledge sharing and the moderation role of affect-based trust in a team (2016, background): “Finally, this study contributes to the much-needed research on the boundary conditions of the functional diversity–knowledge sharing relationship (Mannix and Neale, 2005; Phillips et al., 2004).”
Group cognition, membership change, and performance: Investigating the benefits and detriments of collective knowledge ☆ (2007, methodology): “Comparable electronics-assembly tasks have also been used in other TMS research (Liang et al., 1995; Moreland & Myaskovsky, 2000 ).”
Diversity faultlines, shared objectives, and top management team performance (2011, background): “On the one hand, there is an argument to be made that solo minorities are less ‘threatening’ to the majority and more likely to be approached on an interpersonal basis (i.e. as opposed to categorization-based) than larger representations (see Phillips et al., 2004; van Knippenberg et al., 2004a).”