Age-Based Faultlines and Perceived Productive Energy: The Moderation of Transformational Leadership

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Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size (2014, background): “An interesting factor in this regard might be a transformational leadership climate, which has been proven to be beneficial in diverse team settings (Kearney & Gebert, 2009; Kunze & Bruch, 2010; Shin & Zhou, 2007).”
A Critical Assessment of Charismatic—Transformational Leadership Research: Back to the Drawing Board? (2013, background): “…of charismatic–transformational leadership and educational diversity on team creativity, Kearney and Gebert (2009) for the relationship between a number of diversity attributes and team performance, and Kunze and Bruch (2010) for age-based diversity faultlines and self-rated productive energy.”
Considering diversity: The positive effects of considerate leadership in diverse teams (2013, unknown): “Finally, Kunze and Bruch (2010) showed that age-based diversity faultlines were only detrimental for perceived productive energy when the leader scored low (rather than high) on transformational leadership.”
Group Faultlines (2012, background): “Finally, a number of leadership-based moderators have been proposed in recent studies: team leader behavior (Gratton et al., 2007), transformational leadership (Kunze & Bruch, 2010), and leadership role structure (Gratton et al., 2007).”