Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance
Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N=146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team's composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity's effects.
|Keywords||Bias, Innovation, Meta-analysis, Performance, Work group diversity|
|Persistent URL||dx.doi.org/10.1016/j.obhdp.2012.06.003, hdl.handle.net/1765/37816|
van Dijke, M.H., van Engen, M.L., & van Knippenberg, D.L.. (2012). Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance. Organizational Behavior and Human Decision Processes, 119(1), 38–53. doi:10.1016/j.obhdp.2012.06.003