Effects of Diversity on Knowledge Sharing and Creativity of Work Teams: Status Differential Among Members as a Facilitator

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2019-07-08 DOI:10.1080/08959285.2019.1639712

S. Sung, Jin Nam Choi

引用次数: 10

Abstract

ABSTRACT We investigated a plausible intermediate process and a boundary condition that elaborates the diversity–team creativity relationship to address mixed findings on the relationship between diversity and creativity. Our analysis using multi-source data collected from 128 work groups showed that age diversity and functional background diversity had negative and positive effects, respectively, on knowledge sharing and subsequent team creativity. Moreover, the effects of the four diversity attributes (age, gender, functional background, and tenure) on knowledge sharing were all negative in groups with low status differential, whereas the same effects became significantly positive in groups with high status differential. This study demonstrates a mechanism through which group diversity facilitates team creativity based on the information processing view of diversity and the functional approach to social status.

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多样性对工作团队知识共享和创造力的影响：成员作为促进者的地位差异

摘要：我们研究了一个合理的中间过程和一个边界条件，该过程和边界条件阐述了多样性与团队创造力之间的关系，以解决关于多样性与创造力之间关系的混合发现。我们使用从128个工作组收集的多源数据进行的分析表明，年龄多样性和功能背景多样性分别对知识共享和后续团队创造力产生负面和积极影响。此外，四种多样性属性（年龄、性别、职能背景和任期）对知识共享的影响在地位差异低的群体中均为负面，而在地位差异高的群体中，同样的影响显著为正面。本研究基于多样性的信息处理观和社会地位的功能方法，展示了群体多样性促进团队创造力的机制。

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

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.

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