Guillaume Yves R F, Dawson Jeremy F, Otaye-Ebede Lilian, Woods Stephen A, West Michael A
Aston Business School Aston University Birmingham U.K.
Sheffield University Management School University of Sheffield Sheffield U.K.
J Organ Behav. 2017 Feb;38(2):276-303. doi: 10.1002/job.2040. Epub 2015 Jul 22.
To account for the double-edged nature of demographic workplace diversity (i.e,. relational demography, work group diversity, and organizational diversity) effects on social integration, performance, and well-being-related variables, research has moved away from simple main effect approaches and started examining variables that moderate these effects. While there is no shortage of primary studies of the conditions under which diversity leads to positive or negative outcomes, it remains unclear which contingency factors make it work. Using the Categorization-Elaboration Model as our theoretical lens, we review variables moderating the effects of workplace diversity on social integration, performance, and well-being outcomes, focusing on factors that organizations and managers have control over (i.e., strategy, unit design, human resource, leadership, climate/culture, and individual differences). We point out avenues for future research and conclude with practical implications. © 2015 The Authors. Journal of Organizational Behavior published by John Wiley & Sons, Ltd.
为了解释人口统计学上的工作场所多样性（即关系人口统计学、工作群体多样性和组织多样性）对社会融合、绩效以及与幸福感相关变量的双刃剑性质的影响，研究已不再采用简单的主效应方法，而是开始考察调节这些影响的变量。虽然不乏关于多样性在何种条件下会导致积极或消极结果的初步研究，但仍不清楚哪些权变因素能使其发挥作用。我们以分类细化模型作为理论视角，回顾调节工作场所多样性对社会融合、绩效和幸福感结果影响的变量，重点关注组织和管理者能够控制的因素（即战略、单位设计、人力资源、领导力、氛围/文化和个体差异）。我们指出了未来研究的方向，并得出了实际意义。© 2015作者。《组织行为学杂志》由约翰·威利父子有限公司出版
