Sherry M. B. Thatcher

Cracks in Diversity Research: The Effects of Diversity Faultlines on Conflict and Performance

In this quasi-field study, we investigate the effects of diversity faultlines on the conflict experience, performance, and morale of 79 groups. This is one of the first studies to operationalize the construct of diversity-related faultlines (Lau and Murnighan 1998). One of the most important contributions of this research is that faultlines incorporate multiple characteristics of group members simultaneously rather than assessing just one demographic characteristic at a time as most past diversity research has done. We develop a measure to capture the complexity of the faultline construct and to examine the effects of various group diversity faultline profiles on group outcomes. Linear results with a limited range of data show that faultlines are negatively related to conflict and positively related to morale and performance. Supplemental analyses that take into account the unique characteristics of our dataset indicate curvilinear relationships between diversity faultlines and relationship conflict, process conflict, group morale, and group performance. Groups with either virtually no faultlines (very diverse members) or strong faultlines (split into 2 fairly homogeneous subgroups) had higher levels of conflict and lower levels of morale and performance than groups with medium faultlines. The results suggest a more complex relationship between diversity and group process and outcome variables than typically described in diversity research. A detailed discussion of the faultline measure we developed and the methodological issues associated with measuring and interpreting faultlines are reported.

The effects of conflict asymmetry on work group and individual outcomes

We examine the consequences of an often ignored aspect of work group conflict—asymmetric conflict perceptions—for the effectiveness of individuals and groups. Tests of our multilevel hypotheses using data on 51 work groups showed that group conflict asymmetry (the degree to which members differ in perceptions of the level of conflict in their group) decreased performance and creativity in groups. In addition, individual conflict asymmetry (a member perceiving more or less conflict than other group members) explained reported performance and satisfaction with a group. Social processes and a positive group atmosphere mediated this effect.

Demographic faultlines: a meta-analysis of the literature.

We propose and test a theoretical model focusing on antecedents and consequences of demographic faultlines. We also posit contingencies that affect overall team dynamics in the context of demographic faultlines, such as the study setting and performance measurement. Using meta-analysis structural equation modeling with a final data set consisting of 311 data points (i.e., k [predictor-criterion relationships]), from 39 studies that were obtained from 36 papers with a total sample size of 24,388 individuals in 4,366 teams, we found that sex and racial diversity increased demographic faultline strength more than did diversity on the attributes of functional background, educational background, age, and tenure. Demographic faultline strength was found to increase task and relationship conflict as well as decrease team cohesion. Furthermore, although demographic faultline strength decreased both team satisfaction and team performance, there was a stronger decrease in team performance than in team satisfaction. The strength of these relationships increased when the study was conducted in the lab rather than in the field. We describe the theoretical and practical implications of these findings for advancing the study of faultlines.

B2B e-commerce adoption decisions in Taiwan: The interaction of cultural and other institutional factors

Business-to-business (B2B) e-commerce has become an important initiative among firms in the last few years. This study is based on data derived from over 20 interviews with CEOs, CIOs, and MIS managers in electronics and textile companies in Taiwan. This study contributes to existing literature by describing the degree to which various organizational, industrial, governmental and cultural factors influence B2B e-commerce adoption decisions in Taiwan. It is one of the first studies investigating the interaction of B2B e-commerce adoption decision factors and provides insights into the impact of Chinese culture on B2B adoption. Results indicate that organizational, industrial, governmental, and cultural factors do indeed influence B2B e-commerce adoption decisions. In addition, the nature of the cultural influence is dictated by industry conditions.

Group Faultlines A Review, Integration, and Guide to Future Research

Organizations have been searching for ways to harness the benefits of groups while simultaneously reducing process losses associated with groups. The focus on group composition and individual attribute alignment has led to an interest in the topic of faultlines. Faultlines are hypothetical dividing lines that split a group into two or more subgroups based on the alignment of one or more individual attributes and have been found to influence group processes, performance outcomes, and affective outcomes. Using 59 published articles, the authors summarize the current state of the faultlines literature with respect to the following themes: theoretical foundations, faultline measurement, empirical findings, and the contingent role of context. A quantitative aggregation of 34 published empirical articles is used to summarize identified relationships in the literature and shows that the faultlines construct explains variance above and beyond the effect of team diversity measures on group outcomes. The authors provide guidance for future research that should be of interest to scholars in the areas of diversity, teams, power, alliances, subgroups, social networks, intergroup behavior, conflict, learning, and decision making. Future research directions build off the extant findings, such as extending conceptualizations of faultlines and refining the measurement of faultlines. The authors further propose the application of faultlines to the areas of leadership, international studies, and strategic management.

The effects of alignments: examining group faultlines, organizational cultures, and performance.

By integrating literature on group faultlines, organizational cultures, and value congruence, this research presents a framework that explains how cultural alignment across organizational levels may influence the relationship between faultlines and performance. The hypotheses were tested using representatively sampled multisource qualitative and quantitative data on 138 teams from a Fortune 500 company. The present findings demonstrate that although informational faultlines were detrimental for group performance, the negative relationship between faultlines and performance was reversed when cultures with a strong emphasis on results were aligned, was lessened when cultures with a weak emphasis on results were aligned, and remained negative when cultures were misaligned with respect to their results orientation. These findings show the importance of recognizing alignments not only within groups (group faultlines) but also outside groups (cultural alignments between the group and departments) when considering their implications for group performance.

Does It Really Matter If You Recognize Who I Am? The Implications of Identity Comprehension for Individuals in Work Teams†

A field study of 179 employees in an investment technology firm explores the relationship between identity comprehension and individual work outcomes. Identity comprehension is defined as the degree to which the relative importance of ones identities is recognized by important others. Results show that individuals with higher levels of identity comprehension in work teams are likely to have higher levels of creativity and satisfaction and lower levels of absenteeism.

Individual creativity in teams: The importance of communication media mix

We use compensatory adaptation and dual coding theories to explore the effects of communication media use on creativity. Our field study results show that high levels of self-esteem and information-based demographic differences positively influence creativity. Social category differences negatively influence creativity. Communication media mix is an important moderator, improving the relationship of self-esteem and social category demographic differences with creativity when individuals have proportionally more mediated communication. The relationship between information-based demographic differences and creativity is attenuated when individuals use proportionally more mediated communication. The results have implications for managers encouraging creativity among a diverse workforce using multiple communication media.

Sticking It Out: Individual Attributes and Persistence in Self-Employment

There is evidence that individual attributes play an important role in self-employment entrance decisions. Drawing on the personality, psychological well-being, and goal attainment literature, the authors ask, What individual attributes are associated with persistence in self-employment? First, they theoretically develop the concept of self-employment persistence and then empirically assess the effects of individual attributes on self-employment persistence, while including the baseline effects of these individual attributes on self-employment entrance. They use a semiparametric, reduced-form, multiple-state transition model and control for demographic and social determinants. Using employment history data of a cohort of 2,839 individuals from 1957 to 2004, the authors find that openness to experience, autonomy, and tenacious goal pursuit increase persistence in self-employment, whereas neuroticism reduces persistence in self-employment. They discuss the theoretical and practical implications of the findings.

B2B e-commerce adoption decisions in Taiwan: the interaction of organizational, industrial, governmental and cultural factors

Business-to-business (B2B) e-commerce has become an important initiative among firms in the last few years. The factors affecting IT adoption decisions have been well-documented but few of the studies investigate how or whether culture plays a role in IT decisions. Using exploratory methods we examine whether the factors previously identified by researchers influence B2B e-commerce adoption in Taiwan and the extent to which culture plays a role in the adoption decision. This study is based on data derived from over 20 interviews with CEOs, CIOs, and MIS managers in electronics and textile companies in Taiwan. This study contributes to existing literature by describing the degree to which various organizational, industrial, governmental and cultural factors influence B2B e-commerce adoption decisions in Taiwan. It is one of the first studies investigating B2B e-commerce adoption decision factors in an emerging economy. Results indicate that organizational, industrial and governmental factors do indeed influence B2B e-commerce adoption decisions and cultural factors moderate the direct influence of government policies and industry pressures.