Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance

Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N = 146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team’s composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity’s effects.     

Speed-Accuracy Response Models: Scoring Rules based on Response Time and Accuracy

Starting from an explicit scoring rule for time limit tasks incorporating both response time and accuracy, and a definite trade-off between speed and accuracy, a response model is derived. Since the scoring rule is interpreted as a sufficient statistic, the model belongs to the exponential family. The various marginal and conditional distributions for response accuracy and response time are derived, and it is shown how the model parameters can be estimated. The model for response accuracy is found to be the two-parameter logistic model. It is found that the time limit determines the item discrimination, and this effect is illustrated with the Amsterdam Chess Test II.     

The Role of Personality in Relation to Gender Differences in School Subject Choices in Pre-University Education

Boys and girls to some extent differ in personality characteristics while they also prefer different school subjects in secondary education. This study has attempted to unravel the relations among gender, personality, and students?? subject choices. The study was based on a sample of 1,740 9th grade pre-university students throughout the Netherlands (average age 15?years). We used the Five-Factor Personality Inventory (FFPI) of Hendriks, Hofstee, and De Raad (1999a) to measure the students?? personalities. The research questions were: (1) To what extent are students?? personality characteristics related to their subject choices in secondary education? (2) Do students?? personality characteristics mediate the gender ?C subject choice relation? And if yes, which personality characteristics are responsible for this? (3) Is the relation between personality characteristics and subject choices different for boys and girls? We found several associations between personality characteristics and students?? subject choices. Although the relationship between gender and students?? subject choices was slightly attenuated after the inclusion of the personality characteristics in the multinomial logistic regression analyses, gender remained an important predictor of the students?? choices. The personality factor Extraversion partially mediated the relation between gender and students?? choice of advanced mathematics, chemistry, and physics versus a more language and culturally-oriented set of school subjects. Furthermore, gender was found to moderate the relation between the personality factor Autonomy and students?? choice of advanced mathematics, chemistry, and physics versus a more language and culturally-oriented set of school courses.     

Leader Network Centrality and Team Performance: Team Size as Moderator and Collaboration as Mediator

The social network perspective provides a valuable lens to understand the effectiveness of team leaders. In understanding leadership impact in team networks, an important question concerns the structural influence of leader centrality in advice-giving networks on team performance. Taking the inconsistent evidence for the positive relationship of network centrality and leadership effectiveness as a starting point, we suggest that the positive impact of leader centrality in advice-giving networks is contingent on team needs for leadership to meet communication and coordination challenges, which we argue are larger in larger teams. Developing our analysis, we examine the mediating role of member collaboration in the relationship of leader network centrality and team performance as moderated by team size. Based on a multi-source dataset of 542 employees and 71 team leaders, we found that leader centrality in advice-giving networks related positively to team performance in larger teams but negatively in smaller teams. Results supported the mediated moderation model via member collaboration in smaller teams, but not in larger teams.

     

Networks of happiness: applying a Network Approach to Well-Being in the General Population

Journal of Happiness Studies - Even though well-being can be seen as a multidimensional construct, made up of a variety of interacting aspects, most studies examine total scores on well-being...     

Reading as a source of knowledge

Synthese - This paper argues that reading is a source of knowledge. Epistemologists have virtually ignored reading as a source of knowledge. This paper argues, first, that reading is not to be...     

Motivation as a function of success frequency

Motivation and Emotion - It is well-established that intermediate challenge is optimally motivating. We tested whether this can be quantified into an inverted-U relationship between motivation and...     

Temporalizing ontology: a case for pragmatic emergence

Synthese - Despite an attempt to break with the hierarchical picture in traditional emergentist thought, non-standard accounts of emergence are often still committed to a premise that ontology is...     

Temperamental Factors in the Execution of Interrupted Editing Tasks

The question investigated in this study is how the temperament traits of strength of excitation (SE), strength of inhibition (SI), and mobility (MO) affect behaviour during the execution of computer tasks and tasks interrupting them. Several hypotheses, partly derived from the regulative theory of temperament, were tested in an experiment in which the natural environment and the types of task commonly performed by secretaries were simulated. The sample consisted of 39 female secretaries (21–64 years old). It was found that individuals high on SE and MO needed less time to resume tasks after an interruption than individuals low on these temperament traits. Interruptions similar to the main task resulted in longer resumption times for low-SE individuals. MO was negatively related to the time needed to perform the main task. A model describing the relationship between the frequency of switches between tasks and the speed of task performance in low-MO and high-MO individuals is presented.