Team members can experience a range of emotions and to varying degrees. We examine the effects of team emotion diversity on information sharing among team members and, consequently, team performance. By integrating the categorization-elaboration model and self-categorization theory, we argue that social class diversity moderates the relationship between team emotion diversity and information sharing. Specifically, we propose that team emotion diversity elicits information sharing when social class homogeneity is high but hinders information sharing when social class homogeneity is low. In addition, we hypothesize that the relationship between information sharing and team performance will be stronger for teams with more, rather than less, social class diversity. To test our propositions, we studied 75 teams enrolled in an Indian master of business administration program, collecting measures of positive and negative affect, information sharing, and team performance at multiple times. Our results mostly support our predictions. We discuss the implications of these findings for team diversity research and for managing diverse teams.

中文翻译：

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团队情绪多样性与绩效：社会阶层同质性的调节作用。

团队成员可以在不同程度上体验各种情绪。我们研究了团队情感多样性对团队成员之间的信息共享以及团队绩效的影响。通过整合分类细化模型和自我分类理论，我们认为社会阶层多样性调节了团队情绪多样性与信息共享之间的关系。具体来说，我们提出，当社会阶层同质性高时，团队情感多样性会引发信息共享，但当社会阶层同质性低时，会阻碍信息共享。此外，我们假设，对于具有更多而不是更少社会阶层多样性的团队，信息共享与团队绩效之间的关系会更强。为了测试我们的命题，我们研究了印度工商管理硕士项目的 75 个团队，多次收集正面和负面影响、信息共享和团队绩效的衡量标准。我们的结果主要支持我们的预测。我们讨论了这些发现对团队多元化研究和管理多元化团队的影响。