dc.identifier.uri |
http://dx.doi.org/10.15488/3630 |
|
dc.identifier.uri |
https://www.repo.uni-hannover.de/handle/123456789/3662 |
|
dc.contributor.author |
Hentschel, Tanja
|
|
dc.contributor.author |
Shemla, Meir
|
|
dc.contributor.author |
Wegge, Jürgen
|
|
dc.contributor.author |
Kearney, Eric
|
|
dc.date.accessioned |
2018-08-23T12:59:41Z |
|
dc.date.available |
2018-08-23T12:59:41Z |
|
dc.date.issued |
2013 |
|
dc.identifier.citation |
Hentschel, T.; Shemla, M.; Wegge, J.; Kearney, E.: Perceived Diversity and Team Functioning: The Role of Diversity Beliefs and Affect. In: Small Group Research 44 (2013), Nr. 1, S. 33-61. DOI: https://doi.org/10.1177/1046496412470725 |
|
dc.description.abstract |
Based on data from 38 organizational teams (N = 241), we investigated the influence of perceived diversity on team identification and relationship conflict. Moreover, we examined the roles of diversity beliefs as a moderator and group affective tone as a mediator of these relationships. Objective diversity in age, gender, educational level, nationality, or tenure was not related to perceived diversity, team identification, or emotional conflict. But as hypothesized, perceived diversity was negatively associated with team identification and positively associated with relationship conflict. Diversity beliefs moderated these effects. Negative group affective tone mediated the relationship among perceived diversity, diversity beliefs, and relationship conflict. We found a similar trend for positive group affective tone with regard to the relationship among perceived diversity, diversity beliefs, and team identification. These results illustrate the central role of shared affect and diversity beliefs in determining whether work group diversity is an asset or a liability. © The Author(s) 2013. |
eng |
dc.language.iso |
eng |
|
dc.publisher |
London : SAGE Publications Ltd. |
|
dc.relation.ispartofseries |
Small Group Research 44 (2013), Nr. 1 |
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dc.rights |
Es gilt deutsches Urheberrecht. Das Dokument darf zum eigenen Gebrauch kostenfrei genutzt, aber nicht im Internet bereitgestellt oder an Außenstehende weitergegeben werden. Dieser Beitrag ist aufgrund einer (DFG-geförderten) Allianz- bzw. Nationallizenz frei zugänglich. |
|
dc.subject |
diversity |
eng |
dc.subject |
diversity beliefs |
eng |
dc.subject |
group affective tone |
eng |
dc.subject |
identification |
eng |
dc.subject |
relationship conflict |
eng |
dc.subject.ddc |
300 | Sozialwissenschaften, Soziologie, Anthropologie
|
ger |
dc.title |
Perceived Diversity and Team Functioning: The Role of Diversity Beliefs and Affect |
eng |
dc.type |
Article |
|
dc.type |
Text |
|
dc.relation.issn |
10464964 |
|
dc.relation.doi |
https://doi.org/10.1177/1046496412470725 |
|
dc.bibliographicCitation.issue |
1 |
|
dc.bibliographicCitation.volume |
44 |
|
dc.bibliographicCitation.firstPage |
33 |
|
dc.bibliographicCitation.lastPage |
61 |
|
dc.description.version |
publishedVersion |
|
tib.accessRights |
frei zug�nglich |
|