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Organizational Culture and Similarity Among Team Members’ Salience of Multiple Diversity Characteristics
Author(s) -
Randel Amy E.,
Earley P. Christopher
Publication year - 2009
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.2009.00461.x
Subject(s) - salience (neuroscience) , psychology , social psychology , diversity (politics) , similarity (geometry) , perception , demographics , team effectiveness , organizational culture , diversity management , psychological safety , team composition , cognitive psychology , public relations , knowledge management , sociology , political science , demography , artificial intelligence , neuroscience , anthropology , computer science , image (mathematics)
Research often has focused on the presence of individuals’ demographic differences, rather than the perception of such differences. We examined how organizational culture relates to similarity among individuals’ salience of their team members’ diversity characteristics. Moreover, we introduced a new approach to studying multiple diversity characteristics simultaneously. Team members who perceive their organizational culture as emphasizing respect for people were found to be unlikely to hold convergent views of their team members’ demographics. Also, high‐performing team members were found to view the salience of demographic characteristics similarly to other team members. Our findings suggest that an organizational culture emphasizing respect for people may be associated with unexpected barriers among team members that pose a threat to effective team functioning.