Work group diversity.

By D. van Knippenberg, M. Schippers. Annual Review of Psychology, 2007

2,212 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/dc90ebf182eaf60d2329bde372137d4c268b17c7

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In Gender Studies

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Citations in the corpus

Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy (2019, background): “The information-processing perspective is rooted in the notion that demographic and functional diversity is correlated with experiences, opportunities, and access to information that can lead to the development of differing values, knowledge, and skills (van Knippenberg & Schippers, 2007).”
Team diversity and team helping behavior: The mediating roles of team cooperation and team cohesion (2015, background): “This selective process may engender the classification of others as either in-group or out-group, creating categorizations that may affect group processes and outcomes, as noted above (Van Knippenberg & Schippers, 2007).”
A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations (2012, background): “In their review of the literature, van Knippenberg and Schippers (2007) advocated a more nuanced approach to understanding the effects of diversity by incorporating meaningful moderators.”
Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover (2008, background): “…which we detail below, suggest that similarities or differences between group members would form the basis for interpersonal attraction and categorization of group members into in-groups and out-groups, regardless of the source of that similarity or difference (van Knippenberg & Schippers, 2007).”
Top Management Team Diversity (2013, background): “Thus, similarity among team members increases identification within a given team (Jehn, Chadwick, & Thatcher, 1997; van Knippenberg & Schippers, 2007).”
Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts (2015, background): “As cultural diversity can have a profound impact on employee well-being and organizational performance, successful diversity management is essential (Jackson & Joshi, 2011; van Knippenberg & Schippers, 2007).”
Beyond productivity loss in brainstorming groups: The evolution of a question (2010, background): “This might be one reason why it has not consistently been found that diverse groups are more creative than homogeneous groups (Van Knippenberg & Schippers, 2007).”
Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups (2010, background): “This is consistent with a recent qualitative review of the work group diversity literature (Van Knippenberg & Schippers, 2007), which found that the distinction between diversity types (e.g., readily observable demographic attributes vs deeper-level attitudes and values) was not associated with diff”
Diversity in goal orientation, team reflexivity, and team performance (2011, background): “The social categorization, similarity/attraction, and information/decision making perspectives are the main perspectives on work group diversity and performance (van Knippenberg & Schippers, 2007; Williams & O’Reilly, 1998).”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, background): “Thus, in practice, ingroup norms and possible faultlines (van Knippenberg & Schippers, 2007) should be assessed along with the level of identification.”