Research contexts : A potential means of dissecting the diversity paradox
- Authors: Qin, John
- Date: 2007
- Type: Text , Conference paper
- Relation: Paper presented at 13th Asia Pacific Management Conference, Monash University, Melbourne, Victoria : 18th-20th November 2007 p. 252-260
- Full Text:
- Description: Despite the intensive efforts to measure and predict the effects of group diversity on performance, research has presented a diversity paradox suggesting coexisting and conflicting effects of diversity. In explaining the paradox, scholars have reached a consensus that diversity may impact on performance indirectly via group processes building up a three-way relationship, diversity, conflict and performance, which has been described as a diversity-conflict-performance paradigm. Whereas the diversity-conflict-performance paradigm may provide a promising explanation to the diversity paradox, the results of research examining this paradigm have been mixed. Therefore, the specific effects of diversity are still difficult to predict. Following a stream of theoretical argument suggesting that contextual factors may affect whether diversity differences are noticed and how people react to these, this paper examines the question of whether research contexts could possibly moderate the diversity-conflict-performance paradigm and how the moderation works. By doing so, this discussion offers a means of dissecting the current diversity paradox.
- Description: 2003005215
- Authors: Qin, John
- Date: 2007
- Type: Text , Conference paper
- Relation: Paper presented at 13th Asia Pacific Management Conference, Monash University, Melbourne, Victoria : 18th-20th November 2007 p. 252-260
- Full Text:
- Description: Despite the intensive efforts to measure and predict the effects of group diversity on performance, research has presented a diversity paradox suggesting coexisting and conflicting effects of diversity. In explaining the paradox, scholars have reached a consensus that diversity may impact on performance indirectly via group processes building up a three-way relationship, diversity, conflict and performance, which has been described as a diversity-conflict-performance paradigm. Whereas the diversity-conflict-performance paradigm may provide a promising explanation to the diversity paradox, the results of research examining this paradigm have been mixed. Therefore, the specific effects of diversity are still difficult to predict. Following a stream of theoretical argument suggesting that contextual factors may affect whether diversity differences are noticed and how people react to these, this paper examines the question of whether research contexts could possibly moderate the diversity-conflict-performance paradigm and how the moderation works. By doing so, this discussion offers a means of dissecting the current diversity paradox.
- Description: 2003005215
Resolving the diversity paradox : an analysis of the diversity-conflict-performance paradigm in an Australian context
- Authors: Qin, John
- Date: 2009
- Type: Text , Thesis , PhD
- Full Text:
- Description: "Despite the intensive efforts to measure and predict the effects of group diversity on performance, research has produced extremely inconsistent and mixed results. This state of knowledge has presented a diversity paradox suggesting coexisting and conflicting effects of diversity. In order to explain the paradox and therefore improve our understanding of diversity, a three-way relationship (i.e. diversity-conflict-performance identified as a paradigm) has been suggested as a promising explanation. This thesis explores the effects of diversity via the paradigm, thereby offering a deeper insight into the diversity paradox." --Abstract.
- Description: Doctor of Philosophy
- Authors: Qin, John
- Date: 2009
- Type: Text , Thesis , PhD
- Full Text:
- Description: "Despite the intensive efforts to measure and predict the effects of group diversity on performance, research has produced extremely inconsistent and mixed results. This state of knowledge has presented a diversity paradox suggesting coexisting and conflicting effects of diversity. In order to explain the paradox and therefore improve our understanding of diversity, a three-way relationship (i.e. diversity-conflict-performance identified as a paradigm) has been suggested as a promising explanation. This thesis explores the effects of diversity via the paradigm, thereby offering a deeper insight into the diversity paradox." --Abstract.
- Description: Doctor of Philosophy
The need for an integrated theoretical framework for researching the influence of group diversity on performance
- Qin, John, O'Meara, Bernard, McEachern, Steven
- Authors: Qin, John , O'Meara, Bernard , McEachern, Steven
- Date: 2009
- Type: Text , Journal article
- Relation: Management Research News Vol. 32, no. 8 (2009), p. 739-750
- Full Text:
- Reviewed:
- Description: Purpose - Investigating diversity presents researchers with a paradox because extremely inconsistent and conflicting findings about the effects of diversity have emerged in this field of study. It has been argued that the theoretical frameworks used have contributed to the paradox. Different and contradictory effects concerning the influence of group diversity can be predicted using these frameworks. The purpose of this paper is to examine the application of the main theoretical frameworks in the context of researching diversity. Design/methodology/approach - The focus of this paper is a critical examination of three theoretical frameworks in the field of diversity research - similarity-attraction theory, social categorization theory and the information/decision-making approach. These are commonly applied in researching diversity. The basic elements of each theory, its applications in diversity research and its strengths and limitations are considered. Findings - The discussion suggests that the paradox in diversity research emerges from a research tradition that views the three frameworks as being best applied separately because each framework predicts different and even contradictory outcomes. These differences are a consequence of distinctive theoretical operations. In addition, the strengths and limitations associated with each theoretical framework suggest that they might be integrated and subsequently applied in specific settings according to their respective strengths and limitations. Research limitations/implications - In order to produce more consistent results in research on diversity, it is suggested that future researchers should not rely solely on a single theoretical framework to predict the effects of diversity. In particular, different theoretical frameworks may work well with certain types of diversity as well as certain levels of analysis. Originality/value - The paper provides a framework for dissecting the diversity paradox and a foundation for designing fresh approaches that might produce findings that are more consistent. © Emerald Group Publishing Limited.
- Description: 2003007365
- Authors: Qin, John , O'Meara, Bernard , McEachern, Steven
- Date: 2009
- Type: Text , Journal article
- Relation: Management Research News Vol. 32, no. 8 (2009), p. 739-750
- Full Text:
- Reviewed:
- Description: Purpose - Investigating diversity presents researchers with a paradox because extremely inconsistent and conflicting findings about the effects of diversity have emerged in this field of study. It has been argued that the theoretical frameworks used have contributed to the paradox. Different and contradictory effects concerning the influence of group diversity can be predicted using these frameworks. The purpose of this paper is to examine the application of the main theoretical frameworks in the context of researching diversity. Design/methodology/approach - The focus of this paper is a critical examination of three theoretical frameworks in the field of diversity research - similarity-attraction theory, social categorization theory and the information/decision-making approach. These are commonly applied in researching diversity. The basic elements of each theory, its applications in diversity research and its strengths and limitations are considered. Findings - The discussion suggests that the paradox in diversity research emerges from a research tradition that views the three frameworks as being best applied separately because each framework predicts different and even contradictory outcomes. These differences are a consequence of distinctive theoretical operations. In addition, the strengths and limitations associated with each theoretical framework suggest that they might be integrated and subsequently applied in specific settings according to their respective strengths and limitations. Research limitations/implications - In order to produce more consistent results in research on diversity, it is suggested that future researchers should not rely solely on a single theoretical framework to predict the effects of diversity. In particular, different theoretical frameworks may work well with certain types of diversity as well as certain levels of analysis. Originality/value - The paper provides a framework for dissecting the diversity paradox and a foundation for designing fresh approaches that might produce findings that are more consistent. © Emerald Group Publishing Limited.
- Description: 2003007365
- «
- ‹
- 1
- ›
- »