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Diversity Team Building: Impact on Virtual Team Performance

机译：多元化团队建设：对虚拟团队绩效的影响

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摘要

Although organizations have addressed diversity issues at the organizational-level with resulting positive employee outcomes, lack of scholarly attention to team-level interventions remain. Team-level interventions would benefit organizations more directly as they address issues directly related to task accomplishment. Since diversity may lead to negative performance results for teams, a team building intervention based on the latest empirical research was developed and tested to address the potential performance losses associated to diversity in decision-making teams. The team building intervention provides six crucial elements, namely (1) direct experience of how deep-level team diversity affect team dynamics, (2) diversity education, (3) cultivation of awareness of self and other deep-level traits, (4) self-disclosure, (5) collaborative reflection and planning, and (6) cultivation of awareness of similarities. The effectiveness of the team-building intervention was tested by an embedded mixed method approach that comprises a primary quantitative approach involving a post-test only control group experiment and conditional process modeling, and a secondary qualitative approach involving thematic analysis. Based on 68 undergraduate engineering student teams, ANOVA results show that the team building had a significant positive impact on objective performance and significant negative impact on perceived performance. Furthermore, conditional process modeling results show that benevolence trust mediate the positive impact of the team building on objective team performance. In addition, propensity to trust, attitude toward diversity and perceived diversity moderated the indirect impact of the team building on team performance. Specifically, regarding objective performance, teams with low propensity to trust, high attitude toward diversity and high perceived diversity experienced the most positive indirect effect of the team building on objective performance through benevolence trust while the teams experienced the most negative indirect effect of the team building on objective performance through competence trust. With regards to perceived performance, the teams experienced the most negative indirect impact of the team building on perceived performance through benevolence trust while they experienced the most positive indirect effect of the team building on perceived performance through competence trust. The qualitative findings support the quantitative findings. The divergent mediating impact of the two distinct dimensions of trust on team decision-making performance, the moderating role of propensity to trust, attitude toward diversity and perceived diversity, and the opposite impact of the team building on objective and perceived performance open new possibilities for future research.
机译：尽管组织已经在组织级别解决了多样性问题，并带来了积极的员工成果，但是仍然缺乏学术界对团队级别干预的关注。团队级别的干预将使组织更直接地受益，因为它们可以解决与任务完成直接相关的问题。由于多样性可能会给团队带来负面的绩效结果，因此开发并测试了基于最新实证研究的团队建设干预措施，以解决与决策团队的多样性相关的潜在绩效损失。团队建设干预提供六个关键要素，即（1）直接了解深层团队多样性如何影响团队动态；（2）多样性教育；（3）对自我和其他深层特征的意识的培养；（4）自我披露；（5）合作反思和计划；（6）培养相似性意识。团队建设干预措施的有效性通过嵌入式混合方法方法进行了测试，该方法包括主要的定量方法，其中包括仅用于测试后的对照组实验和条件过程建模，以及次要的定性方法，包括主题分析。基于68个本科工程学学生团队，方差分析结果表明，团队建设对目标绩效有显着的积极影响，对感知绩效有显着的负面影响。此外，条件过程建模结果表明，慈善互助会调解团队建设对客观团队绩效的积极影响。此外，信任的倾向，对多样性的态度和感知到的多样性减轻了团队建设对团队绩效的间接影响。具体而言，在客观绩效方面，信任度低，对多样性的态度高，对多样性的感知度高的团队通过仁爱信任，对团队绩效产生了最积极的间接影响，而对团队绩效的负面影响则最大。通过能力信任实现客观绩效。关于感知绩效，团队通过仁慈信任经历了团队建设对感知绩效的最负面间接影响，而他们通过能力信任经历了团队建设对感知绩效的最积极的间接影响。定性结果支持定量结果。信任的两个不同维度对团队决策绩效的不同调解影响，信任倾向的调节作用，对多样性和感知多样性的态度以及团队对客观和感知绩效的相反影响为以下方面提供了新的可能性未来的研究。

著录项

  • 作者

    Magpili-Smith, Nina C.;

  • 作者单位

    Old Dominion University.;

  • 授予单位 Old Dominion University.;
  • 学科 Social psychology.;Organizational behavior.;Engineering.
  • 学位 D.E.
  • 年度 2017
  • 页码 334 p.
  • 总页数 334
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 古生物学;
  • 关键词

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