Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.

Although there are numerous potential benefits to diversity in work groups, converging dimensions of diversity often prevent groups from exploiting this potential. In a study of heterogeneous decision-making groups, the authors examined whether the disruptive effects of diversity faultlines can be overcome by convincing groups of the value of diversity. Groups were persuaded either of the value of diversity or the value of similarity for group performance, and they were provided with either homogeneous or heterogeneous information. As expected, informationally diverse groups performed better when they held pro-diversity rather than pro-similarity beliefs, whereas the performance of informationally homogeneous groups was unaffected by diversity beliefs. This effect was mediated by group-level information elaboration. Implications for diversity management in organizations are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing diversity and enhancing team outcomes: The promise of transformational leadership.

In a sample of 62 research and development (R&D) teams, the authors examined transformational leadership as a moderator of the relationship of age, nationality, and educational background diversity with team outcomes. When levels of transformational leadership were high, nationality and educational diversity were positively related to team leaders' longitudinal ratings of team performance. These relationships were nonsignificant when transformational leadership was low. Age diversity was not related to team performance when transformational leadership was high, and it was negatively related to team performance when transformational leadership was low. Two mediated moderation effects help explain these findings. Transformational leadership moderated the relationship of the 3 examined diversity dimensions with the elaboration of task-relevant information, which in turn was positively associated with team performance. Moreover, transformational leadership moderated the relationship of the 3 diversity types with collective team identification, which in turn was positively related to the elaboration of task-relevant information. The authors discuss the theoretical and practical implications of these results. Overall, this study suggests that transformational leadership can foster the utilization of the potential, but frequently untapped, benefits entailed by both demographic and informational/cognitive team diversity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Information sharing and team performance: A meta-analysis.

Information sharing is a central process through which team members collectively utilize their available informational resources. The authors used meta-analysis to synthesize extant research on team information sharing. Meta-analytic results from 72 independent studies (total groups = 4,795; total N = 17,279) demonstrate the importance of information sharing to team performance, cohesion, decision satisfaction, and knowledge integration. Although moderators were identified, information sharing positively predicted team performance across all levels of moderators. The information sharing–team performance relationship was moderated by the representation of information sharing (as uniqueness or openness), performance criteria, task type, and discussion structure by uniqueness (a 3-way interaction). Three factors affecting team information processing were found to enhance team information sharing: task demonstrability, discussion structure, and cooperation. Three factors representing decreasing degrees of member redundancy were found to detract from team information sharing: information distribution, informational interdependence, and member heterogeneity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On racial diversity and group decision making: Identifying multiple effects of racial composition on jury deliberations.

This research examines the multiple effects of racial diversity on group decision making. Participants deliberated on the trial of a Black defendant as members of racially homogeneous or heterogeneous mock juries. Half of the groups were exposed to pretrial jury selection questions about racism and half were not. Deliberation analyses supported the prediction that diverse groups would exchange a wider range of information than all-White groups. This finding was not wholly attributable to the performance of Black participants, as Whites cited more case facts, made fewer errors, and were more amenable to discussion of racism when in diverse versus all-White groups. Even before discussion, Whites in diverse groups were more lenient toward the Black defendant, demonstrating that the effects of diversity do not occur solely through information exchange. The influence of jury selection questions extended previous findings that blatant racial issues at trial increase leniency toward a Black defendant. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unlocking the effects of gender faultlines on team creativity: Is activation the key?

The purpose of this study was to use faultline theory to examine the effects of gender diversity on team creativity. Results from 80 teams working on an idea generation task indicated that the activation of gender faultlines negatively affected the number and overall creativity of ideas. However, gender faultlines that were not activated had no effect. Results also indicated that the relationship between activated gender faultlines and team creativity was partially mediated by the level of conflict within the team. Specifically, emotional conflict partially mediated the effects of activated gender faultlines on the number of ideas generated. Implications are discussed, as well as possible limitations and directions for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ethnic diversity and distributed information in group decision making: The importance of information elaboration.

Ethnic diversity may impede groups' use of distributed information in decision making. This is not so much because diversity interferes with groups' ability to reach agreement, but because ethnic diversity may disrupt the elaboration (exchange and integration) of distributed information. The authors find evidence for this proposition in an experiment (N = 63 groups) in which ethnically diverse groups are shown to benefit more from instructions emphasizing information integration than ethnically homogeneous groups when dealing with distributed information, whereas neither ethnic diversity nor information integration instruction affected decision making performance in groups with fully shared information. These effects were mediated by a behavioral measure of group information elaboration. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A contingency model of conflict and team effectiveness.

The authors develop and test theoretical extensions of the relationships of task conflict, relationship conflict, and 2 dimensions of team effectiveness (performance and team-member satisfaction) among 2 samples of work teams in Taiwan and Indonesia. Findings show that relationship conflict moderates the task conflict–team performance relationship. Specifically, the relationship is curvilinear in the shape of an inverted U when relationship conflict is low, but the relationship is linear and negative when relationship conflict is high. The results for team-member satisfaction are more equivocal, but the findings provide some evidence that relationship conflict exacerbates the negative relationship between task conflict and team-member satisfaction. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Workplace substance abuse prevention and help seeking: Comparing team-oriented and informational training.

Employees fail to seek help for alcohol or drug (AOD) abuse because of unhealthy work climates, stigma, and distrust in Employee Assistance Programs (EAPs). To address such problems, the authors randomly assigned groups of municipal employees (N?=?260) to 2 types of training: a 4-hr informational review of EAPs and policy and an 8-hr training that embedded messages about AOD reduction in the context of team building and stress management. Pre- and posttraining and 6-mos follow-up surveys assessed change. Group privacy regulation, EAP trust, help seeking, and peer encouragement increased for team training. Stigma of substance users decreased for information training. EAP/policy knowledge increased for both groups. A control group showed little change. Help seeking and peer encouragement also predicted EAP utilization. Integrating both team and informational training may be the most effective for improving help seeking and EAP utilization. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Driven by information: A tectonic theory of Stroop effects.

The goal of avoiding distraction (e.g., ignoring words when naming their print colors in a Stroop task) is opposed intrinsically by the penchant to process conspicuous and correlated characteristics of the environment (e.g., noticing trial-to-trial associations between the colors and the words). To reconcile these opposing forces, the authors propose a tectonic theory of selective attention in which 2 memory-based structures--dimensional imbalance and dimensional uncertainty--drive selection by processing salient, surprising, and/or correlated information contained within and across stimulus dimensions. Each structure modulates the buildup of excitation to targets and the buildup of inhibition to distractors and to memories of previous stimuli. Tectonic theory is implemented to simulate the impact of 4 types of context on the presence, magnitude, and direction of congruity effects and task effects in the Stroop paradigm. The tectonic model is shown to surpass other formal models in explaining the range and diversity of Stroop effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Team reflexivity, development of shared task representations, and the use of distributed information in group decision making.

Decision-making groups often exchange and integrate distributed information to a lesser extent than is desirable for high-quality decisions. One important reason for this lies in group members’ understanding of the decision task—their task representations—specifically the extent to which they understand the importance of exchange and integration of information. The authors hypothesized that a group’s development of a (shared) understanding of the information elaboration requirements of their task is influenced by collective reflection on the task. When not all group members initially realize the importance of information elaboration, team reflexivity increases the degree to which the group understands the importance of information elaboration. In an experiment, the authors showed that team reflection fostered the development of task representations emphasizing information elaboration and subsequent information elaboration and decision quality. When all members initially already held representations emphasizing information elaboration, team reflection promoted elaboration and performance to a lesser degree. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The emerging conceptualization of groups as information processors.

A selective review of research highlights the emerging view of groups as information processors. In this review, the authors include research on processing objectives, attention, encoding, storage, retrieval, processing response, feedback, and learning in small interacting task groups. The groups as information processors perspective underscores several characteristic dimensions of variability in group performance of cognitive tasks, namely, commonality—uniqueness of information, convergence–diversity of ideas, accentuation–attenuation of cognitive processes, and belongingness–distinctiveness of members. A combination of contributions framework provides an additional conceptualization of information processing in groups. The authors also address implications, caveats, and questions for future research and theory regarding groups as information processors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Le fonctionnement interne des équipes de travail: Conception et mesure.

The goal of this research is, on the one hand, to propose a multidimensional conception of the internal functioning of work teams and, on the other hand, to present data on the validity of this conception at an operational level. With this intention, a group of subject matter experts in the area of work teams developed a questionnaire on internal functioning of work teams. This first version was administered to a sample of 568 members (63 teams) from a health and social services network in order to verify the psychometric characteristics and to make the necessary modifications. In a perspective of validation, the second version of the questionnaire was administered to a second sample of 376 members (71 teams) from private and parapublic sectors. The results show that the internal functioning consists of two dimensions, namely interpersonal support and team work management. Moreover, both dimensions are positively related to team performance as evaluated by the immediate superiors of the members. Finally, the results indicate that task interdependence plays a moderator role on these relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychosocial functioning in children of alcoholic fathers.

T. Jacob and K. Leonard (1986) reported that children of alcoholic fathers were comparable to children of depressed fathers in their psychosocial functioning. These results, however, were based on a relatively homogeneous sample. In the current study, previous results were extended by examining a sample of alcoholic fathers who were not screened for additional paternal psychiatric disorders or for major maternal psychopathology. Children in the unscreened and screened samples could not be distinguished in their functioning, and the majority of children of alcoholic fathers were functioning in the normal range of the Child Behavior Checklist. Given the heterogeneous adjustment in children of alcoholic fathers, the authors examined a range of factors that might protect against or exacerbate the risk associated with paternal alcoholism. Maternal depression and certain demographic characteristics were associated with poorer child functioning, particularly for male children. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Levels of selective attention revealed through analyses of response time distributions.

The present research examines the nature of the interference effects in a number of selective attention tasks. All of these tasks result in interference in performance by presenting information that is irrelevant to task performance but competes for selection. The interference from this competing information slows the response time (RT) of participants relative to a condition where the competition is minimized. The authors use a convolution of an exponential and a Gaussian (ex-Gaussian) distribution to examine the influence of interference on the characteristics of RT distributions. Consistent with previous research, the authors show that interference in the Stroop task is reflected by both the Gaussian and exponential portions of the ex-Gaussian. In contrast, in 4 experiments they show that several other interference tasks evidence interference that is reflected only in the Gaussian portion of the ex-Gaussian distribution. The authors suggest that these differences reflect the operation of different selection mechanisms, and they examine how sequential sampling models accommodate these effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Informational influence as a determinant of perceived task characteristics and job satisfaction.

Task characteristics and informational cues about the task were manipulated in a laboratory investigation of the impact of objective task design and informational influence in determining employees' perceptions of task characteristics and job satisfaction. Although a manipulation check involving 33 control Ss confirmed differences between the 2 experimental tasks (enriched and unenriched), results of the experiment with 42 graduate business students showed the major determinant of perceptions of task characteristics (Job Diagnostic Survey—JDS—and the Job Characteristic Inventory) and job satisfaction (JDS) to be informational influence in the form of cues about the task as either enriched or unenriched. Findings suggest that (a) job characteristics may be socially constructed as well as objective realities and that (b) perceptual measures of task dimensions may be susceptible to bias from informational cues. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cognitive performance in rats differing in their inborn anxiety.

There is profound evidence that cognitive processes and anxiety are interrelated. To learn more about this interaction, the authors tested rats bred for either high (HABs) or low (LABs) anxiety-related behavior in a modified hole board task. This task allows parallel investigation of various cognitive processes and possibly related behavioral dimensions, both under baseline conditions and during cognitively stressful situations. The authors provide evidence that the degree of anxiety is differentially associated with enhanced performance for distinct informational processes in rats. As HABs and LABs did not differ in their anxiety-related behavior after habituation, that is, in a familiar environment during appetitive learning, the authors conclude that anxiety behavior in naive HABs may be due to differential cognitive processing. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of team building on exercise adherence and group task satisfaction in a youth activity setting.

Results from previous research have revealed a positive relationship between team building (TB) and several measures of adherence in adult exercise settings (Carron & Spink, 1993; Spink & Carron, 1993). However, research has yet to examine the efficacy of using a TB intervention to impact the exercise adherence of youth. The main purpose of this study was to examine the effect of a TB intervention on specific adherence behaviors of youth in an exercise club setting. A second purpose was to investigate the effects of TB on participant's satisfaction with the group's functioning (group task satisfaction). Participants were 122 youth (13–17 years) participating in 10 rural, school-based exercise clubs. Clubs were randomized into five TB (n=65) and five control groups (n=57). Results revealed that following the introduction of the intervention, the two groups differed significantly on the adherence measure of session attendance but not on dropout behavior. Further, significant differences were found between the groups in group task satisfaction. The study findings extend previous TB research to a youth population and support TB as an effective group-based intervention to improve session attendance and group task satisfaction in an exercise setting in this population. (PsycINFO Database Record (c) 2011 APA, all rights reserved)