When Demographic and Personality Diversity Are Both at Play: Effects on Team Performance and Implications for Diversity Management Practices

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Author(s): Mai P. Trinh (Case Western Reserve University, USA)
Copyright: 2017
Pages: 27
Source title: Discrimination and Diversity: Concepts, Methodologies, Tools, and Applications
Source Author(s)/Editor(s): Information Resources Management Association (USA)
DOI: 10.4018/978-1-5225-1933-1.ch053

Keywords: Gender & Diversity / Information Science Reference / Medicine & Healthcare / Sociology

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Abstract

This chapter reviews what we know about the effects of demographic diversity (age, sex, and ethnicity) and personality diversity (conscientiousness, openness to experience, extraversion, emotional stability, and agreeableness) in teams in organizations. It also outlines challenges to today's diversity management and Human Resource (HR) practices, such as the lack of definite conclusions from research results, the mismatch between team diversity research designs and organizations' needs, and the lack of research examining simultaneously different aspects of diversity. Drawing from analysis results of team data from 55 teams of volunteers from Shanghai, the author recommends that HR training and selection take specific team contexts into account and increase attention on functions that support important team processes such as communication and mutual support among team members.

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When Demographic and Personality Diversity Are Both at Play: Effects on Team Performance and Implications for Diversity Management Practices

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