To believe or not to believe? The joint impact of faultlines and pro-diversity beliefs on diplomats’ performance

Publikation: Beiträge in ZeitschriftenZeitschriftenaufsätzeForschungbegutachtet

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To believe or not to believe? The joint impact of faultlines and pro-diversity beliefs on diplomats’ performance. / Schölmerich, Franziska; Schermuly, Carsten C.; Deller, Jürgen.
in: Human Performance, Jahrgang 30, Nr. 2-3, 07.09.2017, S. 99-115.

Publikation: Beiträge in ZeitschriftenZeitschriftenaufsätzeForschungbegutachtet

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@article{1472ba2945ba4690a504181725c516c0,
title = "To believe or not to believe?: The joint impact of faultlines and pro-diversity beliefs on diplomats{\textquoteright} performance",
abstract = "Diversity faultlines can have a detrimental impact on team performance. To test whether this impact depends on leaders{\textquoteright} and members{\textquoteright} pro-diversity beliefs, we examined 41 leaders and 219 members of teams working for the German Ministry of Foreign Affairs. Findings indicated that the negative impact of diversity faultlines on team performance was weakest when leaders and members held strong pro-diversity beliefs. However, we did not find support for the assumed two-way interactions between faultline strength and leaders{\textquoteright} or members{\textquoteright} pro-diversity beliefs or the mediating effect of Leader-Member Exchange. Our results highlight the joint impact of leaders{\textquoteright} and members{\textquoteright} pro-diversity beliefs for attenuating the negative consequences of diversity faultlines on team performance.",
keywords = "Business psychology",
author = "Franziska Sch{\"o}lmerich and Schermuly, {Carsten C.} and J{\"u}rgen Deller",
year = "2017",
month = sep,
day = "7",
doi = "10.1080/08959285.2017.1313258",
language = "English",
volume = "30",
pages = "99--115",
journal = "Human Performance",
issn = "0895-9285",
publisher = "Taylor & Francis",
number = "2-3",

}

RIS

TY - JOUR

T1 - To believe or not to believe?

T2 - The joint impact of faultlines and pro-diversity beliefs on diplomats’ performance

AU - Schölmerich, Franziska

AU - Schermuly, Carsten C.

AU - Deller, Jürgen

PY - 2017/9/7

Y1 - 2017/9/7

N2 - Diversity faultlines can have a detrimental impact on team performance. To test whether this impact depends on leaders’ and members’ pro-diversity beliefs, we examined 41 leaders and 219 members of teams working for the German Ministry of Foreign Affairs. Findings indicated that the negative impact of diversity faultlines on team performance was weakest when leaders and members held strong pro-diversity beliefs. However, we did not find support for the assumed two-way interactions between faultline strength and leaders’ or members’ pro-diversity beliefs or the mediating effect of Leader-Member Exchange. Our results highlight the joint impact of leaders’ and members’ pro-diversity beliefs for attenuating the negative consequences of diversity faultlines on team performance.

AB - Diversity faultlines can have a detrimental impact on team performance. To test whether this impact depends on leaders’ and members’ pro-diversity beliefs, we examined 41 leaders and 219 members of teams working for the German Ministry of Foreign Affairs. Findings indicated that the negative impact of diversity faultlines on team performance was weakest when leaders and members held strong pro-diversity beliefs. However, we did not find support for the assumed two-way interactions between faultline strength and leaders’ or members’ pro-diversity beliefs or the mediating effect of Leader-Member Exchange. Our results highlight the joint impact of leaders’ and members’ pro-diversity beliefs for attenuating the negative consequences of diversity faultlines on team performance.

KW - Business psychology

UR - http://www.scopus.com/inward/record.url?scp=85018335198&partnerID=8YFLogxK

U2 - 10.1080/08959285.2017.1313258

DO - 10.1080/08959285.2017.1313258

M3 - Journal articles

AN - SCOPUS:85018335198

VL - 30

SP - 99

EP - 115

JO - Human Performance

JF - Human Performance

SN - 0895-9285

IS - 2-3

ER -

DOI