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    Rights statement: This is the peer reviewed version of the following article: Guillaume, Y. R.  F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., and West, M. A. (2015) Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. J. Organiz. Behav., doi: 10.1002/job.2040. which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1002/job.2040/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.

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

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<mark>Journal publication date</mark>2015
<mark>Journal</mark>Journal of Organizational Behavior
Number of pages28
<mark>State</mark>Published
Early online date22/07/15
<mark>Original language</mark>English

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 (van Knippenberg, DeDreu, & Homan 2004) 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, HR, leadership, climate/culture, and individual differences). We point out avenues for future research and conclude with practical implications. Keywords: relational demography, work group diversity, organizational diversity, TMT diversity, workplace demography, diversity management

Bibliographic note

This is the peer reviewed version of the following article: Guillaume, Y. R.  F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., and West, M. A. (2015) Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. J. Organiz. Behav., doi: 10.1002/job.2040. which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1002/job.2040/abstract

This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.