团队人口统计特征多元化与绩效关系的元分析  

A Meta-Analysis of the Relationship between Team Demographic Diversity and Team Performance

作　　者：卫旭华[1] 刘咏梅[2] 陈思璇[2] 

机构地区：[1]兰州大学管理学院,兰州730000 [2]中南大学商学院,长沙410083

出　　处：《心理学报》2015年第9期1172-1187,共16页Acta Psychologica Sinica

基　　金：国家自然科学基金项目(71271219;71071164;71221061;71210003);教育部新世纪优秀人才支持计划(NCET-11-0519);教育部人文社会科学研究青年基金项目(14YJCZH151;14YJC630180)资助

摘　　要：Harrison和Klein(2007)将团队人口统计特征多元化划分为分离、多样和不平等三种类型。借鉴这一分类,运用元分析的方法检验了不同类型的团队人口统计特征多元化对团队绩效的影响,以解释以往多元化研究结论不一致的原因。基于中外137篇论文(345个效应值,79639个团队)的元分析结果显示,多样型多元化对团队绩效有正向影响,而分离型多元化和不平等型多元化对团队绩效的主效应并不显著。调节效应检验显示,团队人口统计特征多元化与不同类型绩效的关系存在显著差异,且团队人口统计特征多元化与绩效的关系在不同国家地域和不同类型团队中也存在显著差异。研究结果有助于跨国企业和中国本土企业通过合理的多元化管理来提升团队和企业绩效。Over the past decades, team demographic diversity has become a topic of considerable interest to industrial and organizational psychology scholars and organizational managers. However, there is little consistent evidence regarding the relations between team demographic diversity and team performance. There are at least two potential reasons to explain these inconsistencies. First, there are different forms of team demographic diversity and the specific type of diversity should have different effects on team performance. For example, team demographic diversity can be categorized as separation, variety and disparity based on the statistical distribution of team members＇ characteristics. Second, past researchers suggest considering contextual issues in team demographic diversity research. Rather than test the direct relationship between team demographic diversity and team performance, they have pointed out that contextual factors （e.g., cultural context） should play an important moderating role in the relationship between team demographic diversity and team performance. In order to explain the inconsistencies in past research examining the link between team demographic diversity and team performance, we conducted a meta-analysis to examine the effects of different types of team demographic diversity on team performance. Our meta-analysis was based on 345 effect sizes from 137 Eastern and Western empirical studies with 79,639 teams. Each author independently coded the data and resolved discrepancies through discussion. In our coding system, we coded diversity as separation, variety, or disparity based on the measures of diversity used in each empirical paper. Further, we collected contextual data to examine the potential moderating effects of contextual factors, such as performance types, cultural context and team types. Results of main effects showed that team demographic variety had significantly positive effects on team performance, whereas team demographic separation and disparity were unrelated to team p

关 键 词：团队多元化 分离 多样 不平等 绩效 

分 类 号：B849[哲学宗教—应用心理学] C936[哲学宗教—心理学]