Relational demography within groups: Past developments, contradictions, and new directions

By Christine M. Riordan. 2000

401 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/d7d39c59cc3a15791f1507c34023361330d89849

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 Sociology and Political Science

Citations in the corpus

Group Faultlines (2012, background): “, actual) diversity and perceived diversity (Riordan, 2000).”
Birds of a feather get lost together: new venture team composition and performance (2012, methodology): “We follow Ruef (2002b) and Ruef et al.”
Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, background): “, 2002), work style (Riordan, 2000), and lifestyle (DiMarco, 1975).”
Racial Diversity, Racial Asymmetries, and Team Learning Environment: Effects on Performance (2012, background): “…of their racial group membership, which in turn moderates the effect of an individual’s racial difference from others on individual outcomes, such as work-related attitudes and behaviors (e.g., Chattopadhyay, 1999; Stewart & Garcia-Prieto, 2008; Tsui et al., 1992; for a review, see Riordan, 2000).”
With malice toward none and charity for some: ingroup favoritism enables discrimination. (2014, neutral): “In work settings, evaluations have often been shown to be more favorable when the evaluator and evaluatee (e.g., a hiring manager and a job applicant) are similar, rather than different, in race or gender (e.g., Riordan, 2000).”
The faultline activation process and the effects of activated faultlines on coalition formation, conflict, and group outcomes (2010, background): “In addition, research on supervisor–subordinate relations has suggested that perceived differences often have a greater effect on interactions than objective demographic differences (cf. Riordan, 2000; Strauss, Barrick, & Connerley, 2001; Turban & Jones, 1988).”
Surface- and deep-level dissimilarity effects on social integration and individual effectiveness related outcomes in work groups: a meta-analytic integration (2012, methodology): “In line with conclusions drawn in previous qualitative reviews (Riordan, 2000), the negative effect of surface-level dissimilarity on social integration (γ = -.”
Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers (2017, methodology): “Euclidean distance has been widely used in the relational demography literature to assess the average difference between the focal individual and others in the same work unit (e.g., Riordan, 2000).”