The Role Of Context In Work Team Diversity Research: A Meta-Analytic Review

By Aparna Joshi, Hyuntak Roh. 2009

1,299 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d6259506d80582998f2433ce2a896c19618b2661

How researchers see this paper

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

In Gender Studies

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders? (2017, background): “…2007; Hitt & Barr, 1989; Zweigenhaft & Domhoff, 2006), there is little evidence of a main effect of race or sex on leader performance evaluations at a micro level (Eagly, Makhijani, & Klonsky, 1992; Joshi & Roh, 2009; Ng, Eby, Sorensen, &Feldman2005; Rosette, Leonardelli, & Phillips 2008).”
Beyond Team Types and Taxonomies: A Dimensional Scaling Conceptualization for Team Description (2012, methodology): “Joshi and Roh (2009) also differentiated teams by their temporal status and distinguished between short-term teams versus long-term teams (see types 19 and 20 in Table 1).”
Why and When Does the Gender Gap Reverse? Diversity Goals and the Pay Premium for High Potential Women (2017, background): “As a result, gender and racial diversity have stronger positive relationships with performance in consumer industries than in industries with less customer contact, such asmanufacturing (Ali, Kulik, &Metz, 2011; Frink et al., 2003; Joshi & Roh, 2009; Richard,Murthi, & Ismail, 2007).”
A Dynamic Perspective on Diverse Teams: Moving from the Dual-Process Model to a Dynamic Coordination-based Model of Diverse Team Performance (2016, methodology): “Reviewing every nuance of that literature is a mammoth task that has been recently undertaken by other scholars (e.g., Harrison & Klein, 2007; Joshi & Roh, 2009; van Knippenberg & Schippers, 2007).”
Entrepreneurial Team Composition Characteristics and New Venture Performance: A Meta–Analysis (2017, positive): “…indicates that the diversity of characteristics, such as functional background and education, is beneficial for team performance (Jackson & Joshi, 2011), including a meta-analytic review revealing that functional diversity has the strongest positive effect on team performance (Joshi & Roh, 2009).”
Framing the Effects of Multinational Cultural Diversity on Virtual Team Processes (2016, background): “Depending on different team contexts, conditions, and research designs, both positive and negative team outcomes have been shown in research in traditional face-to-face teams (Joshi & Roh, 2009).”
Team Faultline Measures (2013, background): “The effects of diversity on team processes seem to be highly contextual (Joshi & Roh, 2009) and depend on several mediating and moderating processes.”
Why Organizational and Community Diversity Matter: Representativeness and the Emergence of Incivility and Organizational Performance (2011, background): “At the level of the team, one of the reasons that the relationship between demographic diversity and team performance is inconsistent across samples is variability in the nature of the context within which the teams function (e.g, industry; Joshi & Roh, 2009).”
Getting Specific about Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis (2011, background): “…searches of reference lists from reviews and metaanalyses of team diversity research (e.g., Bowers, Pharmer, & Salas, 2000; Horwitz & Horwitz, 2007; Joshi & Roh, 2009; Webber & Donahue, 2001), searches of “in press” articles available at relevant journals (e.g., Academy of Management Journal,…”
Considering diversity: The positive effects of considerate leadership in diverse teams (2013, neutral): “…contextual factors, such as time, diversity beliefs, organizational culture, and task type (e.g., Chatman et al., 1998; Ely & Thomas, 2001; Homan et al., 2008; Homan et al., 2007; Jackson, Joshi, & Erhardt, 2003; Jehn et al., 1999; Joshi & Roh, 2009; Schippers, Den Hartog, Koopman, & Wienk, 2003).”
Group Faultlines (2012, background): “…lack of agreement is not surprising as there continue to be discrepancies around the best ways of theoretically interpreting and empirically measuring diversity, and research on diversity has been around for decades longer than that on faultlines (e.g., Harrison & Klein, 2007; Joshi & Roh, 2009).”