Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.
Open accessAbstract
Although there are numerous potential benefits to diversity in work groups, converging dimensions of diversity often prevent groups from exploiting this potential. In a study of heterogeneous decision-making groups, the authors examined whether the disruptive effects of diversity faultlines can be overcome by convincing groups of the value of diversity. Groups were persuaded either of the value of diversity or the value of similarity for group performance, and they were provided with either homogeneous or heterogeneous information. As expected, informationally diverse groups performed better when they held pro-diversity rather than pro-similarity beliefs, whereas the performance of informationally homogeneous groups was unaffected by diversity beliefs. This effect was mediated by group-level information elaboration. Implications for diversity management in organizations are discussed.
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Perceived diversity (belief that others differ in education, race, and attitudes) is frequently associated with negative consequences of team heterogeneity, such as unwillingness to cooperate and coordinate.
“As a result, the belief that others are different in terms of education, race, and attitudes (i.e., perceived diversity) is frequently associated with the negative consequences of team heterogeneity [100], such as unwillingness to cooperate and coordinate activities [56,117,148].”
From Challenges and barriers in virtual teams: a literature review (2020) · cites this paper as [117]
In “Informational Diversity and Diversity Faultlines” (page unavailable), the paper says converging diversity dimensions can create faultlines that may reduce trust and motivation to cooperate. It does not establish that perceived differences in education, race, and attitudes are frequently associated with negative consequences; its account is conditional on diversity dimensions converging. (LLM, conf=0.86)
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- Authors
- Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W.
- Affiliations
- University of Amsterdam (NL)
- ORCID
- Homan, Astrid C.
- Venue
- Journal of Applied Psychology
- Published
- 2007
- Volume
- 92
- Issue
- 5
- Pages
- 1189-1199
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2115275369
- Semantic Scholar
- 20ea479855c7d7c65f7427738c6ff3f01944721b
- Cited by
- 685
- References
- 60
- Citations by year
- 2026: 23 · 2025: 33 · 2024: 42 · 2023: 28 · 2022: 45 · 2021: 51 · 2020: 47 · 2019: 41 · 2018: 48 · 2017: 37 · 2016: 36 · 2015: 44 · 2014: 32 · 2013: 35 · 2012: 40
- FWCI
- 30.27
- Type
- journal article
- Language
- en
- Open access
- green
- repub.eur.nl
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- UvA-DARE (University of Amsterdam) (publishedVersion)
- RePEc: Research Papers in Economics (submittedVersion)
- RePub (Erasmus University Rotterdam) (submittedVersion)
- ERIM Report Series Research in Management (submittedVersion)
- SSRN Electronic Journal (submittedVersion)
- RePub (Erasmus University Rotterdam) (submittedVersion, other-oa)
- University of Groningen research database (University of Groningen / Centre for Information Technology) (submittedVersion, other-oa)
- VU Research Portal (submittedVersion)
- Data Archiving and Networked Services (DANS) (submittedVersion)
- Funders
- Sustainability-Diversity (SUS-DIV)
- European Union
- Topics
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Keywords
- diversity beliefs, information elaboration, group performance, information diversity, similarity, persuasion, diversity management, group decision making
- MeSH terms
- Adult, Culture, Female, Humans, Male, Personality, Semantics, Cultural Diversity, Disclosure
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