It's about the process, not the product: A meta-analytic investigation of team demographic diversity and processes

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2024-04-16 DOI:10.1177/20413866241245312

Allison M. Traylor, Julie V. Dinh, Linnea C. Ng, Denise L. Reyes, Shannon K. Cheng, Natalie C. Croitoru, Eduardo Salas

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Abstract

To better understand the effects of demographic diversity on teams, we conducted a meta-analytic investigation of the relationship between team demographic diversity and team processes. Drawing from the categorization-elaboration model, we hypothesized that team demographic diversity elicits opposing effects on team performance via information elaboration and social categorization processes. We also explored several team-level and contextual moderators on these relationships. In our meta-analysis of 406 effects from 38,304 teams, we found that team demographic diversity is related to increased social categorization processes, but we did not find support for a relationship between team demographic diversity and information elaboration. In addition, we identified team education level and occupational and industry context as moderators of these relationships, finding stronger support for moderators of the relationship between diversity and social categorization than the relationship between diversity and information elaboration. We discuss implications of our findings for research and practice.

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是过程，不是产品：团队人口多样性和流程的元分析调查

为了更好地了解人口多样性对团队的影响，我们对团队人口多样性与团队过程之间的关系进行了元分析调查。根据归类-阐述模型，我们假设团队人口多样性通过信息阐述和社会归类过程对团队绩效产生相反的影响。我们还探讨了影响这些关系的几个团队层面和环境调节因素。我们对来自 38,304 个团队的 406 项影响进行了荟萃分析，发现团队人口多样性与社会分类过程的增加有关，但我们没有发现团队人口多样性与信息阐述之间的关系。此外，我们还发现团队教育水平以及职业和行业背景是这些关系的调节因素，并发现多样性与社会分类之间关系的调节因素比多样性与信息阐述之间关系的调节因素得到了更有力的支持。我们讨论了研究结果对研究和实践的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.