| Summary: | Over the last few decades, several studies have been conducted to examine the complex relationships betweenteam diversity and individual and organizational outcomes. Although, in theory, team diversity can fosterpositive organizational synergies by increasing the variance of perspectives and approaches to work differentmembers can bring, the same idiosyncratic characteristics can also engender significant difficulties resultingfrom problems in coordination, communication and conflict. This study used a sample of 44 work groups toexamine the influence of five types of diversity on team outcomes and the mediating role of task and relationalconflict on this relationship. A survey of 279 team members and interviews with the 44 team managers wereused to examine these relationships. Findings suggest that different forms of diversity impact task conflict indifferent ways, which in turn is negatively associated with job satisfaction and team performance. Results furthershow that diversity is unrelated to relational conflict; however, this type of conflict seems to hinder both jobsatisfaction and team performance. Overall, these patterns suggest a complex link between team diversity andhow work groups function.
|
|---|