Research on work group diversity has more or less neglected the possibility that reactions to diversity may be informed by individuals' beliefs about the value of diversity (vs. homogeneity) for their work group. We studied the role of such diversity beliefs as a moderator of the relationship between work group diversity and individuals' identification with the work group across two studies. Study 1 was a cross-sectional survey that focused on gender diversity and gender diversity beliefs. Study 2 was a laboratory experiment in which work group diversity and diversity beliefs were manipulated. Results of both studies support the prediction that work group diversity and group identification are more positively related the more individuals believe in the value of diversity

diversity, identification, self-categorization, social identity, value-in-diversity
Firm Objectives, Organization, and Behavior (jel L2), Business Administration and Business Economics; Marketing; Accounting (jel M), Business Administration: General (jel M10), Personnel Management (jel M12)
Erasmus Research Institute of Management
hdl.handle.net/1765/10620
ERIM Report Series Research in Management
ERIM report series research in management Erasmus Research Institute of Management
Erasmus Research Institute of Management

van Knippenberg, D.L, Haslam, S.A, & Platow, M.J. (2007). Unity through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification (No. ERS-2007-068-ORG). ERIM report series research in management Erasmus Research Institute of Management. Erasmus Research Institute of Management. Retrieved from http://hdl.handle.net/1765/10620