Broadening team composition research by conceptualizing team diversity as a cross-level moderating variable [Elektronische Ressource] / by Meir Shemla

Broadening team composition research by conceptualizing team diversity as a cross-level moderating variable [Elektronische Ressource] / by Meir Shemla

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Broadening Team Composition Research by Conceptualizing Team Diversity as a Cross-Level Moderating Variable Dissertation Presented to the Faculty of Mathematics and Natural Sciences of the Technical University of Dresden by M. A. Meir Shemla Born on 5.12.1977 in Jerusalem, Israel ii iiiAcknowledgments Though only my name appears on the coveris odfi stsh ertation, a great many people have contributed to its productiorst, n. FiI would like to lgratefuly and sincerely thank Prof. Jürgen Wegge for his guidance and support. His mentorship was paramount in shaping my long-term career goals and his infectiousenthusiasm and advice have been major driving forces during the work on this ation. dissert It is also a pleasure to thank those colleagues who have supported me in developing the empirical part of this dissertation, and especially Prof. Eric Kearney, Ruth Prof. Kanfer, Prof. Klaus-Helmut Schmidt, Niklas Steffens, Stefan Diestel, and Eva Schraub. For their helpful comments on earlier drafts of this work I to want dedicate special thanks to Kevin-Lim Jungbauer and Dominika Dej. I also woule dto lmikake a special reference to Prof. Rolf van Dick who kindly agreed to co-supervise this work. Finally, I would like ess to exprmy gratitude to my faly. mi I dedicate this doctoral dissertation to my parents for theirtional unconsupport di during my many endeavors.

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Published 01 January 2011
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Broadening Team Composition Research by Conceptualizing Team Diversity as a Cross-Level Moderating Variable
Dissertation Presented to the Faculty of Mathematics and Natural Sciences of the Technical University of Dresden by M. A. Meir Shemla Born on 5.12.1977 in Jerusalem, Israel
ii
Acknowledgments
iii
Though only my name appears on the cover of this dissertation, a great many people have
contributed to its production. First, I would like to gratefully and sincerely thank Prof.
Jürgen Wegge for his guidance and support. His mentorship was paramount in shaping
my long-term career goals and his infectious enthusiasm and advice have been major
driving forces during the work on this dissertation. It is also a pleasure to thank those
colleagues who have supported me in developing the empirical part of this dissertation,
and especially Prof. Eric Kearney, Prof. Ruth Kanfer, Prof. Klaus-Helmut Schmidt,
Niklas Steffens, Stefan Diestel, and Eva Schraub. For their helpful comments on earlier
drafts of this work I want to dedicate special thanks to Kevin-Lim Jungbauer and
Dominika Dej. I also would like to make a special reference to Prof. Rolf van Dick who
kindly agreed to co-supervise this work.
Finally, I would like to express my gratitude to my family. I dedicate this doctoral
dissertation to my parents for their unconditional support during my many endeavors.
Thank you for everything. I also thank my girlfriend, Dr. Mareike Altgassen, for her
support, encouragement, quiet patience and unwavering love. Finally, I would like to
thank my daughter, Mai, for putting things into perspective.
IV
Table of Contents
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1.ABSTRACT ...........................................................................................................................................12..........................................................................................................................7GERMAN SUMMARY 3.INTRODUCTION ...............................................................................................................................133.1.DEFINING AND MEASURING DIVERSITY...........................................................................................133.2.THE IMPORTANCE OF TEAM DIVERSITY IN THE WORKPLACE...........................................................154.............................23STATE OF THE ART: THEORETICAL PERSPECTIVES ON DIVERSITY 4.1.THEDUALISTICVIEW OFDIVERSITYRESEARCH............................................................................234.2.DIVERSITYTYPOLOGIES.................................26................................................................................4.3.THECONTINGENCYAPPROACH......................................................................................................274.3.1.The Categorization-Elaboration model (CEM)......................................................................284.3.2.The ADIGU model..................................................................................................................304.3.3.The contingency approach: Empirical findings .....................................................................314.4.FAULTLINERESEARCH....................................33................................................................................5.THE CURRENT RESEARCH ...........................................................................................................355.1.TEAM DIVERSITY AS A CONTEXT VARIABLE....................................................................................365.2.ANALYTICAL AND THEORETICAL BASIS..........................................................................................375.3.AIMS OF THE CURRENT RESEARCH..................................................................................................395.4.STUDIES......................41....................................................................................................................5.4.1.........dutS.1y.........................................................4..1................................................................5.4.2.................................................................................................................................utS2yd....425.4.3...........................................4.2.................................................3........yudSt................................6.STUDY 1: EXPLORING THE CROSS-LEVEL EFFECTS OF ORGANIZATIONAL TENURE ON EMPLOYEE PERFORMANCE .........................................................................................................436.1.INTRODUCTION...............................................................................................45................................6.2.METHOD........................................................................................................................................5.66.2.1.Sample and Procedure ...........................................................................................................566.2.2.Measures ................................................................................................................................576.2.3.Statistical Analysis Procedure................................................................................................596.3.RESULTS.....................................................................06....................................................................6.4.DISCUSSION..........66..........................................................................................................................6.5.REFERENCES......................7.............2................................................................................................7.STUDY 2: MEN’S AND WOMEN’S HEALTH SYMPTOMS AS A FUNCTION OF GENDER COMPOSITION IN WORK TEAMS: A MULTILEVEL EXAMINATION........................................817.1.INTRODUCTION................................83...............................................................................................7.2.METHODS...........................................................................................................................91............7.2.1.Sample and Procedure ...........................................................................................................927.2.2.Measures ................................................................................................................................947.2.3.Analyses Overview .................................................................................................................977.3.RESULTS........................................89.................................................................................................7.3.1.Findings stability..................................................................................................................1017.4.DISCUSSION....................................................................................................4................10..............7.5.REFERENCES111.................................................................................................................................8.STUDY 3: THE MODERATING EFFECT OF PERCEIVED DIVERSITY AND TEAM IDENTIFICATION ON AFFECTIVE LINKAGES IN WORK TEAMS............................................1218.1.INTRODUCTION.....................................................................................................................123........
VI
STUDYA................................................................................................................................................1328.2.METHOD1.23......................................................................................................................................8.2.1.Sample and procedure..........................................................................................................1328.2.2.Measures ..............................................................................................................................1338.3.RESULTS.............................................................................................................................531..........8.3.1.Discussion ............................................................................................................................140STUDYB................................................................................................................................................1448.4.METHOD.......................................................................................................................................1448.4.1.Sample and procedure..........................................................................................................1448.4.2.Measures ..............................................................................................................................1458.5.RESULTS......................................1.64................................................................................................8.6.DISCUSSION............................................................................................................................3......158.7.GENERAL DISCUSSION................54.1.................................................................................................8.8.REFERENCES..........................................................................................................................62...1....9.DISCUSSION .....................................................................................................................................1719.1.SUMMARY ANDPROSPECT......1......17................................................................................................9.2.COREFINDINGS....................................................................................................................217........9.3.INTEGRATION OF FINDINGS................................................................75...1........................................9.4.IMPLICATIONS................................................................78.1..............................................................9.4.1.Theoretical implications.......................................................................................................1789.4.2.Recommendations for Diversity Management......................................................................1809.5.STRENGTHS,LIMITATIONS,ANDFUTURERESEARCH....................................................................1829.6.CONCLUSION............................................................................................................................185....10.GENERAL REFERENCE LIST ....................................................................................................187