Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance
verifiedrich profile · Organizational Behavior and Human Decision Processes · 2012
van Dijk, Hans; van Engen, Marloes L.; van Knippenberg, Daan
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
team performance → job related diversity
demographic diversity → team performance
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
demographic diversity correlates team performance
demographic diversity predicts team performance
team performance correlates demographic diversity
team performance correlates job related diversity
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “…to act as a source of knowledge and diversity tends to trigger group information processing, which benefits group performance (vice versa for the detriment of diversity to performance; Harrison & Klein, 2007; van Dijk et al., 2012; van Knippenberg et al., 2004; van Knippenberg & Schippers, 2007).”
supports “…team diversity more broadly (Guillaume et al., 2017; Williams & O’Reilly, 1998), research shows that team cultural diversity is a “double-edged sword” (Milliken & Martins, 1996) that has the potential to boost as well as disrupt team performance (as per the meta-analysis by van Dijk et al., 2012).”
disputes “But for highly complex tasks and tasks requiring innovation, a statistically significant positive association was found between objective measures of performance and task-related but not demographic diversity (van Dijk et al. 2012, pp. 44–46).”
supports “…accentuates the need for information processing, the availability and utilization of different task-relevant information in the group is key to the performance benefit of diversity (Harrison & Klein, 2007; van Dijk et al., 2012; van Knippenberg et al., 2004; van Knippenberg & Schippers, 2007).”
Ancillary research
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