Percentage of Work-Group Diversity and Work-Group Effectiveness
Journal of Psychology, 133 (5):
486-494 (1999)Аннотация
ABSTRACT. Diversity in group membership can present both advantages
and disadvantages for group performance. The authors examined how
different percentages in work-group diversity categories (gender,
minority, and persons with disabilities) affected measures of group
effectiveness (commitment, overall effectiveness, satisfaction, cohesion,
trust, equal opportunity climate, and quality) taken from the Military
Equal Opportunity Climate Survey Test Version 3.1 (Talking Paper,
1998). The gender and minority, but not persons with disabilities,
categories showed increases in perceived work-group effectiveness
at the 11-30% diversity level. Results are discussed in terms of
possible optimum diversity levels, expanded measures of diversity,
and team development of diverse work groups. ABSTRACT FROM AUTHOR
Copyright of Journal of Psychology is the property of Heldref Publications
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permission. However, users may print, download, or email articles
for individual use. This abstract may be abridged. No warranty is
given about the accuracy of the copy. Users should refer to the original
published version of the material for the full abstract. (Copyright
applies to all Abstracts) ABSTRACT. Diversity in group membership
can present both advantages and disadvantages for group performance.
The authors examined how different percentages in work-group diversity
categories (gender, minority, and persons with disabilities) affected
measures of group effectiveness (commitment, overall effectiveness,
satisfaction, cohesion, trust, equal opportunity climate, and quality)
taken from the Military Equal Opportunity Climate Survey Test Version
3.1 (Talking Paper, 1998). The gender and minority, but not persons
with disabilities, categories showed increases in perceived work-group
effectiveness at the 11-30% diversity level. Results are discussed
in terms of possible optimum diversity levels, expanded measures
of diversity, and team development of diverse work groups. ABSTRACT
FROM AUTHOR Copyright of Journal of Psychology is the property of
Heldref Publications and its content may not be copied or emailed
to multiple sites or posted to a listserv without the copyright holder's
express written permission. However, users may print, download, or
email articles for individual use. This abstract may be abridged.
No warranty is given about the accuracy of the copy. Users should
refer to the original published version of the material for the full
abstract. (Copyright applies to all Abstracts)
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