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Diversity and Inequality in Management Teams: A Review and Integration of Research on Vertical and Horizontal Member Differences
Annual Review of Organizational Psychology and Organizational Behavior ( IF 14.3 ) Pub Date : 2018-01-22 00:00:00 , DOI: 10.1146/annurev-orgpsych-032117-104500
J. Stuart Bunderson 1 , Gerben S. Van der Vegt 2
Affiliation  

The promise and perils of heterogeneity in team member characteristics has been and continues to be one of the central questions in research on management teams. We review the literature on member heterogeneity within management teams, with a focus on summarizing and integrating research on both horizontal member differences (i.e., diversity) and vertical member differences (i.e., inequality)—two streams of research that have been largely separate in past research. We find that the overwhelming majority of research on management team heterogeneity has focused on horizontal differences, though there are few clear and consistent themes in empirical findings within either stream. We also find that horizontal and vertical differences are inter-related, such that the effects of diversity can depend critically on the degree of inequality within a team, and vice versa. Moreover, we find that our ability to clearly account for the effects of vertical and horizontal differences in management teams has been limited by a confusion of definitions and conceptualizations that hamper our ability to compare theoretical arguments and empirical findings across studies. We organize various conceptualizations of heterogeneity into six types based on whether a given conceptualization is concerned with horizontal or vertical differences (diversity or inequality) and whether it is focused on the differentiation, dispersion, or concentration of member differences. The result is a framework with three types of diversity (separation, variety, and skew) and three types of inequality (stratification, steepness, and centralization). Finally, we summarize different approaches to operationalizing each of these types. The conclusions and recommendations of this review can help to bring clarity and focus to research on member heterogeneity within management teams, or groups and teams of any sort.

中文翻译:


管理团队的多样性和不平等:纵向和横向成员差异研究的回顾与整合

团队成员特征异质性的前景和危险一直并将继续成为管理团队研究中的核心问题之一。我们回顾了有关管理团队中成员异质性的文献,重点是总结和整合了有关水平成员差异(即多样性)和垂直成员差异(即不平等)的研究,这两个研究流在过去已大体分开研究。我们发现,尽管在这两个方面的经验发现中几乎没有明确和一致的主题,但有关管理团队异质性的绝大多数研究都集中在横向差异上。我们还发现,水平差异和垂直差异是相互关联的,因此多样性的影响可能严重取决于团队内部的不平等程度,反之亦然。此外,我们发现,清楚地解释管理团队中纵向和横向差异的影响的能力受到定义和概念混淆的限制,这些定义和概念化妨碍了我们在研究中比较理论论证和实证结果的能力。我们根据给定的概念化涉及水平差异还是垂直差异(多样性或不平等),以及是否关注成员差异的分化,分散或集中,将异质性的各种概念化分为六种类型。结果是一个具有三种类型的多样性(分离,变异和偏斜)和三种类型的不平等(分层,陡峭和集中化)的框架。最后,我们总结了对每种类型进行操作的不同方法。

更新日期:2018-01-22
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