Browsing by Author "de Chermont, Kelly"

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    Diversity in work groups: The impact of actual and perceived differences on group functioning and performance
    (2008) de Chermont, Kelly; Hebl, Michelle R.
    The widespread prevalence in the utilization of groups across different aspects of our society including social settings, workplaces, and educational settings has long piqued researchers' interests in understanding the psychological processes involved in groups. One particularly interesting psychological phenomenon that occurs within a group setting is the formation of perceptions of group diversity and the impacts that these perceptions have on the attitudes and behaviors of group members. Despite the theoretical rationale for the importance of perceptions of diversity that is provided by intergroup contact theory and individuation research, work group diversity research has been limited in empirically examining the impacts that perceived diversity on group functioning and performance. This study takes the first step in this direction by conceptually and empirically defining perceived diversity and examining the effects of actual diversity and perceived diversity on group functioning and performance. Findings of this research provide empirical evidence to support the inclusion of perceived diversity in work group diversity research as a distinct construct that has impacts on group functioning and performance.
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    The relation between group diversity and group functioning: Disentangling the effects of objective and subjective diversity
    (2004) de Chermont, Kelly; Quinones, Miguel A.
    This research proposes a revised conceptualization of the construct of diversity in groups to include both the traditional, objective diversity as well as perceptual, subjective diversity. Theoretical rationale for the differentiation is discussed and a framework is proposed in which objective and subjective diversity both have independent effects on group processes and outcomes. Hypotheses were tested through the use of a laboratory experiment in which 46 groups of 3--4 persons each performed organizational simulation tasks. Results include a series of hierarchical regression analyses that provide initial support for the differentiation between objective and subjective diversity. Issues of aggregation, level of analysis, and methodology are discussed. Additionally, the implications of the differentiation of objective and subjective diversity are highlighted.