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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?

Research output: Contribution to Journal/MagazineJournal articlepeer-review

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Harnessing demographic differences in organizations: what moderates the effects of workplace diversity? / Guillaume, Yves R. F.; Dawson, Jeremy; Otaye, Lilian et al.
In: Journal of Organizational Behavior, 2015.

Research output: Contribution to Journal/MagazineJournal articlepeer-review

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APA

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Guillaume YRF, Dawson J, Otaye L, Woods SA, West M. Harnessing demographic differences in organizations: what moderates the effects of workplace diversity? Journal of Organizational Behavior. 2015. Epub 2015 Jul 22. doi: 10.1002/job.2040

Author

Guillaume, Yves R. F. ; Dawson, Jeremy ; Otaye, Lilian et al. / Harnessing demographic differences in organizations : what moderates the effects of workplace diversity?. In: Journal of Organizational Behavior. 2015.

Bibtex

@article{4aaee8c906644247a4b51705323736ae,
title = "Harnessing demographic differences in organizations: what moderates the effects of workplace diversity?",
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 ",
keywords = "relational demography;, work grup diversity, organizational diversity, TMT diversity, workplace demography, diversity management",
author = "Guillaume, {Yves R. F.} and Jeremy Dawson and Lilian Otaye and Woods, {Stephen A.} and Michael West",
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.",
year = "2015",
doi = "10.1002/job.2040",
language = "English",
journal = "Journal of Organizational Behavior",
issn = "0894-3796",
publisher = "John Wiley and Sons Ltd",

}

RIS

TY - JOUR

T1 - Harnessing demographic differences in organizations

T2 - what moderates the effects of workplace diversity?

AU - Guillaume, Yves R. F.

AU - Dawson, Jeremy

AU - Otaye, Lilian

AU - Woods, Stephen A.

AU - West, Michael

N1 - 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.

PY - 2015

Y1 - 2015

N2 - 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

AB - 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

KW - relational demography;

KW - work grup diversity

KW - organizational diversity

KW - TMT diversity

KW - workplace demography

KW - diversity management

U2 - 10.1002/job.2040

DO - 10.1002/job.2040

M3 - Journal article

JO - Journal of Organizational Behavior

JF - Journal of Organizational Behavior

SN - 0894-3796

ER -