Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?

Guillaume, Yves RF ORCID: 0000-0003-0040-0453, Dawson, Jeremy F, Otaye-Ebede, Lilian ORCID: 0000-0001-5158-290X, Woods, Stephen A ORCID: 0000-0003-3331-2329 and West, Michael A (2017) Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journal of Organizational Behavior, 38 (2). pp. 276-303.

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Abstract

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.

Item Type:	Article
Uncontrolled Keywords:	relational demography, work group diversity, organizational diversity, TMT diversity, workplace demography, diversity management
Depositing User:	Symplectic Admin
Date Deposited:	09 Oct 2017 15:06
Last Modified:	19 Jan 2023 06:53
DOI:	10.1002/job.2040
Open Access URL:	http://onlinelibrary.wiley.com/doi/10.1002/job.204...
Related URLs:	Author Publisher
URI:	https://livrepository.liverpool.ac.uk/id/eprint/3009894