民族多样性对团队绩效的影响研究述评
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外国经济与管理 2014 年 第 36 卷第 02 期, 页码：65 - 72
摘要
参考文献
摘要
随着企业跨国经营的迅速发展,民族多样性成为很多企业的团队发展不可回避的趋势。在我国这样的多民族国家,探讨团队的民族多样性问题更具重要意义。因其同时涉及表面多样性和深层多样性,民族多样性会对团队绩效产生复杂影响,因此也引起了学者们的关注。本文从民族多样性研究的理论基础、对团队绩效的影响结果以及作用机制三个方面探析了民族多样性对团队绩效影响的复杂性,并围绕如何深化民族多样性影响机制研究,进而发挥民族多样性的积极效应并避免其负面影响,对未来的研究方向进行了展望。
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[26]Zatzick C D,et al.When is more better?The effects of racial composition on voluntary turnover[J].Organization Science,2003,14(5):483-496.
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①关于本文的核心概念“民族多样性”,国外研究有的表述为“ethnic diversity”,有的表述为“racial diversity”。严格来讲,民族有别于种族,但是为了更符合我国文化背景,以及更加准确地表达由民族不同引起的文化、信仰、价值观、沟通方式、生活习惯等方面的差异,本文一律表述为“民族多样性”。
[2]Chattopadhyay P.Beyond direct and symmetrical effects:The influence of demographic dissimilarity on organizational citizenship behavior[J].Academy of Management Journal,1999,42(3):273-287.
[3]Cox T H,et al.Effects of ethnic group cultural differences on cooperative and competitive behavior on a group task[J].Academy of Management Journal,1991,34(4):827-847.
[4]Ely R J and Thomas D A.Cultural diversity at work:The effects of diversity perspectives on work group processes and outcomes[J].Administrative Science Quarterly,2001,46(2):229-273.
[5]Ely R J,et al.Racial diversity,racial asymmetries,and team learning environment:Effects on performance[J].Organization Studies,2012,33(3):341-362.
[6]Giambatista R C and Bhappu A D.Diversity’s harvest:Interactions of diversity sources and communication technology on creative group performance[J].Organizational Behavior and Human Decision Processes,2010,111(2):116-126.
[7]Herring C.Does diversity pay?Race,gender,and the business case for diversity[J].American Sociological Review,2009,74(2):208-224.
[8]Hopkins W E,et al.Cultural diversity recomposition and effectiveness in monoculture work groups[J].Journal of Organizational Behavior,2005,26(8):949-964.
[9]Horwitz S K and Horwitz I B.The effects of team diversity on team outcomes:A meta-analytic review of team demography[J].Journal of Management,2007,33(6):987-1015.
[10]Jackson S E,et al.Recent research on team and organizational diversity:SWOT analysis and implications[J].Journal of Management,2003,29(6):801-830.
[11]Joshi A and Roh H.The role of context in work team diversity research:A meta-analytic review[J].Academy of Management Journal,2009,52(3):599-627.
[12]King E B,et al.A multilevel study of the relationships between diversity training,ethnic discrimination and satisfaction in organizations[J].Journal of Organizational Behavior,2012,33(1):5-20.
[13]Lau D C and Murnighan J K.Demographic diversity and faultlines:The compositional dynamics of organizational groups[J].Academy of Management Review,1998,23(2):325-340.
[14]Laurence J.The effect of ethnic diversity and community disadvantage on social cohesion:A multi-level analysis of social capital and interethnic relations in UK communities[J].European Sociological Review,2011,27(1):70-89.
[15]Man D C and Lam S S K.The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups:A cross-cultural analysis[J].Journal of Organizational Behavior,2003,24(8):979-1001.
[16]Niebuhr A.Migration and innovation:Does cultural diversity matter for regional R&D activity?[J].Regional Science,2010,89(3):563-585.
[17]Organ D W.Organizational citizenship behavior:The good syndrome[M].Lexington,M A:Lexington Books,1988.
[18]Pelled L H.Demographic diversity,conflict,and work group outcomes:An intervening process theory[J].Organization Science,1996,7(6):615-631.
[19]Pitts D W and Jarry E M.Getting to know you:Ethnic diversity,time and performance in public organizations[J].Public Administration,2009,87(3):503-518.
[20]Roberge M and Van Dick R.Recognizing the benefits of diversity:When and how does diversity increase group performance?[J].Human Resource Management Review,2010,20(4):295-308.
[21]Rousseau D M.Psychological contract:Understanding of written and unwritten agreements[M].Thousand Oaks:Sage Publication,1995.
[22]Schneider B.The people make the place[J].Personnel Psychology,1987,40(3):437-453.
[23]Van Knippenberg D,et al.Work group diversity and group performance:An integrative model and research agenda[J].Journal of Applied Psychology,2004,89(6):1008-1022.
[24]Webber S S and Donahue L M.Impact of highly and less jobrelated diversity on work group cohesion and performance:A meta-analysis[J].Journal of Management,2001,27(2):141-162.
[25]West M A,et al.International handbook of organizational teamwork and cooperative working[M].New York:John Wiley&Sons,2008.
[26]Zatzick C D,et al.When is more better?The effects of racial composition on voluntary turnover[J].Organization Science,2003,14(5):483-496.
[27]马戎.中国民族问题的历史与现状[J].云南民族大学学报(哲学社会科学版),2011,28(5):15-20.
[28]徐细雄等.国外组织构成多样性研究综述[J].外国经济与管理,2005,27(7):2-7.
①关于本文的核心概念“民族多样性”,国外研究有的表述为“ethnic diversity”,有的表述为“racial diversity”。严格来讲,民族有别于种族,但是为了更符合我国文化背景,以及更加准确地表达由民族不同引起的文化、信仰、价值观、沟通方式、生活习惯等方面的差异,本文一律表述为“民族多样性”。
引用本文
魏钧, 董玉杰. 民族多样性对团队绩效的影响研究述评[J]. 外国经济与管理, 2014, 36(2): 65–72.
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