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That study is really quite interesting. Here's my summary. They looked at the effects of a few kinds of diversity on assigned work groups. They looked at "informational diversity", which they measured using educational background, job background, and position in the company; "social category diversity", which they took to be age and gender; and "value diversity", which they measured with a questionnaire. Looking at their regression analyses, we see: Informational diversity significantly increases actual performance (a number of .30), mildly decreases group efficiency (-.05), and mildly increases perceived performance (0.05), satisfaction (0.09), intent to remain (0.06), and commitment (.10). Social category diversity moderately increases perceived performance (.16), satisfaction (.14), intent to remain (.12), and commitment (.16), while mildly decreasing actual performance (-.07) and group efficiency (-.03). Value diversity moderately decreases group efficiency (-.17), actual performance (-.12), perceived performance (-.10), satisfaction (-.11), intent to remain (-.19), and commitment (-.19). |