When Member Homogeneity is Needed in Work Teams

By C. Bowers, James A. Pharmer, Eduardo Salas. 2000

517 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/cbdf2bc20560938ac37201bec798c4af9a340d24

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Citations in the corpus

Diversity is strategy: the effect of R&D team diversity on innovative performance (2017, unknown): “Diverse R&D teams are built to provide high task cohesion and are characterized by heterogeneous knowledge, skills, abilities, and attitudes (Bowers et al., 2000).”
Toward a Deeper Understanding of System Usage in Organizations: A Multilevel Perspective (2007, unknown): “For example, a meta-analysis found that groups in which individuals are homogeneous (in terms of gender, ability, and personality) perform best in simple tasks while heterogeneous groups perform best in complex ones (Bowers et al. 2000).”
The Role Of Context In Work Team Diversity Research: A Meta-Analytic Review (2009, background): “In view of this research, we proposed that contextual factors such as team interdependence and team type would moderate the effects of diversity on performance in such a way that elaboration-based processes would be more likely to be observed in more interdependent or shorter-lived teams (Bowers et ”
Empirical Studies of Pair Programming for CS/SE Teaching in Higher Education: A Systematic Literature Review (2011, background): “[6] investigated whether homogeneous personality teams outperformed heterogeneous personality teams; their findings show a partial support for the latter.”
A Meta-Analytic Review of Relationships Between Team Design Features and Team Performance (2006, result): “This is similar to results reported in two other independent metaanalyses (Bowers et al., 2000; Webber & Donahue, 2001).”
Returns to alliance portfolio diversity : The relative effects of partner diversity on firm’s innovative performance and productivity (2014, unknown): “Despite a growing alliance portfolio diversity literature, with a few exceptions (e.g., Bowers, Pharmer, & Salas, 2000) most relevant contributions studied the effect of APD on performance measures in isolation.”
Considering diversity: The positive effects of considerate leadership in diverse teams (2013, unknown): “…were more routine, including clearing trails in the community and distributing food) as the more complex tasks in our sample were (which include tasks such as tailor-matching financial products to specific customer needs; e.g., Bowers et al., 2000; Jehn et al., 1999; van Knippenberg et al., 2004).”
Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance (2012, background): “A meta-analysis of 13 studies by Bowers et al. (2000) confirmed this prediction – the results showed that diversity was positively related to group performance for complex tasks, but negatively related to performance for simple tasks.”
The Team Personality–Team Performance Relationship Revisited: The Impact of Criterion Choice, Pattern of Workflow, and Method of Aggregation (2009, background): “Regarding trait-based theories of aggregation, two reviews found that measures of trait heterogeneity generally did not predict team performance across personality traits ( Bell, 2007 ; Bowers, Pharmer, & Salas, 2000 ).”
Does Female Representation in Top Management Improve Firm Performance? A Panel Data Investigation (2012, unknown): “In general, homogenous groups may perform slightly better on simple tasks, even though heterogeneous groups do better on difficult tasks (Bowers, Pharmer, and Salas, 2000; Hambrick and Mason, 1984).”