Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?
Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?
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DOI：
10.1002/job.2040
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发表时间：
2017-02
影响因子：
6.8
通讯作者：
West MA
中科院分区：
文献类型：
--
作者：
Guillaume YR;Dawson JF;Otaye-Ebede L;Woods SA;West MA
为了解释工作场所人口多样性的双刃剑性质(即：关系人口统计学、工作群体多样性和组织多样性)对社会整合、绩效和幸福相关变量的影响，研究已经从简单的主效应方法转向开始研究调节这些影响的变量。虽然关于多样性导致积极或消极结果的条件的初步研究并不缺乏，但仍不清楚哪些偶然因素使其发挥作用。使用分类-细化模型作为我们的理论视角，我们回顾了调节工作场所多样性对社会整合、绩效和福祉结果影响的变量，重点关注组织和管理者可以控制的因素（即战略、单位设计、人力资源、领导力、气候/文化和个体差异）。最后指出了未来的研究方向，并提出了实际意义。©2015作者。组织行为学杂志，John Wiley & Sons， Ltd出版
To account for the double‐edged nature of demographic workplace diversity (i.e,. relational demography, work group diversity, and organizational diversity) effects on social integration, performance, and well‐being‐related variables, research has moved away from simple main effect approaches and started examining variables that moderate these effects. While there is no shortage of primary studies of the conditions under which diversity leads to positive or negative outcomes, it remains unclear which contingency factors make it work. Using the Categorization‐Elaboration Model as our theoretical lens, we review variables moderating the effects of workplace diversity on social integration, performance, and well‐being outcomes, focusing on factors that organizations and managers have control over (i.e., strategy, unit design, human resource, leadership, climate/culture, and individual differences). We point out avenues for future research and conclude with practical implications. © 2015 The Authors. Journal of Organizational Behavior published by John Wiley & Sons, Ltd