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Perception of team diversity: Determinants and consequences

  • This thesis aims to examine various determinants of perceived team diversity on the on hand, and, on the other hand, the individual consequences of perceived team diversity. To ensure a strong theoretical foundation, I integrate and discuss different conceptualizations of and theoretical approaches to team diversity, empirically examined in three independent studies. The first study investigates the relationship between objective team diversity and perceived team diversity, and as moderators individual attitudes toward diversity and perception of one’s own work team’s diversity. The second study answers the questions of why and when dirty-task frequency impairs employees’ work relations and the third study examines how different cognitive mechanisms mediate the relationships between employees’ perceptions of different types of subgroups and their elaboration of information and perspectives. Taken together, study results provide support for the selection-extraction-application model of people perception and the assumption that individuals can integrate objective team characteristics into their mental representation of teams, using them to judging the team. Moreover, results show that a fit between perceived supervisor support and perceived organizational value of diversity can buffer the effects of dirty-task frequency on perception of identity-based subgroups, as well as perceived relationship conflict and surface acting, through employees’ perceptions of identity-based subgroups. Also, perceived social-identity threat and perceived procedural fairness but not perceived distributive fairness and perceived transactive memory systems serve as cognitive mechanisms of the relationships between employees’ perceptions of different types of subgroups and their elaboration of information and perspectives. These results contribute to diversity literature, such as the theory of subgroups in work teams and the categorization-elaboration model. In addition, I propose the input-mediator-output-input model of perceived team diversity, based on the study results, and recommend practitioners to develop diversity mindsets in teams.

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Author:Dennis Stabler
URN (permanent link):urn:nbn:de:hbz:386-kluedo-59336
Advisor:Tanja Rabl
Document Type:Doctoral Thesis
Language of publication:English
Publication Date:2020/03/20
Year of Publication:2020
Publishing Institute:Technische Universität Kaiserslautern
Granting Institute:Technische Universität Kaiserslautern
Acceptance Date of the Thesis:2020/03/10
Date of the Publication (Server):2020/03/20
Number of page:XXXIV, 192
Faculties / Organisational entities:Fachbereich Wirtschaftswissenschaften
DDC-Cassification:3 Sozialwissenschaften / 330 Wirtschaft
Licence (German):Creative Commons 4.0 - Namensnennung, nicht kommerziell, keine Bearbeitung (CC BY-NC-ND 4.0)