Abstract
We examine whether observers hold biases that can negatively affect how racially diverse teams are evaluated, and ultimately treated, relative to racially hom*ogeneous groups. In three experiments, which held the actual content of observed behavior constant across diverse and hom*ogeneous teams, observers were less willing to allocate additional resources to diverse teams. Through applying both statistical mediation (Studies 1 and 2) and moderation-of-process methods (Study 3), our findings supported the expectation that biased perceptions of relationship conflict accounted for this reduced support of diverse teams. Implications for diverse teams in organizations are discussed.
| Original language | English |
|---|---|
| Pages (from-to) | 1351-1364 |
| Number of pages | 14 |
| Journal | Organization Science |
| Volume | 26 |
| Issue number | 5 |
| DOIs | |
| Publication status | Published - 2015 |
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Lount, R. B. J., Sheldon, O. J., Rink, F., & Phillips, K. W. P. (2015). Biased perceptions of racially diverse teams and their consequences for resource support. Organization Science, 26(5), 1351-1364. https://doi.org/10.1287/orsc.2015.0994
Lount, R.B. Jr. ; Sheldon, O.J. ; Rink, Floortje et al. / Biased perceptions of racially diverse teams and their consequences for resource support. In: Organization Science. 2015 ; Vol. 26, No. 5. pp. 1351-1364.
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abstract = "We examine whether observers hold biases that can negatively affect how racially diverse teams are evaluated, and ultimately treated, relative to racially hom*ogeneous groups. In three experiments, which held the actual content of observed behavior constant across diverse and hom*ogeneous teams, observers were less willing to allocate additional resources to diverse teams. Through applying both statistical mediation (Studies 1 and 2) and moderation-of-process methods (Study 3), our findings supported the expectation that biased perceptions of relationship conflict accounted for this reduced support of diverse teams. Implications for diverse teams in organizations are discussed.",
author = "Lount, {R.B. Jr.} and O.J. Sheldon and Floortje Rink and K.W.P. Phillips",
year = "2015",
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language = "English",
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Lount, RBJ, Sheldon, OJ, Rink, F & Phillips, KWP 2015, 'Biased perceptions of racially diverse teams and their consequences for resource support', Organization Science, vol. 26, no. 5, pp. 1351-1364. https://doi.org/10.1287/orsc.2015.0994
Biased perceptions of racially diverse teams and their consequences for resource support. / Lount, R.B. Jr.; Sheldon, O.J.; Rink, Floortje et al.
In: Organization Science, Vol. 26, No. 5, 2015, p. 1351-1364.
Research output: Contribution to journal › Article › Academic › peer-review
TY - JOUR
T1 - Biased perceptions of racially diverse teams and their consequences for resource support
AU - Lount, R.B. Jr.
AU - Sheldon, O.J.
AU - Rink, Floortje
AU - Phillips, K.W.P.
PY - 2015
Y1 - 2015
N2 - We examine whether observers hold biases that can negatively affect how racially diverse teams are evaluated, and ultimately treated, relative to racially hom*ogeneous groups. In three experiments, which held the actual content of observed behavior constant across diverse and hom*ogeneous teams, observers were less willing to allocate additional resources to diverse teams. Through applying both statistical mediation (Studies 1 and 2) and moderation-of-process methods (Study 3), our findings supported the expectation that biased perceptions of relationship conflict accounted for this reduced support of diverse teams. Implications for diverse teams in organizations are discussed.
AB - We examine whether observers hold biases that can negatively affect how racially diverse teams are evaluated, and ultimately treated, relative to racially hom*ogeneous groups. In three experiments, which held the actual content of observed behavior constant across diverse and hom*ogeneous teams, observers were less willing to allocate additional resources to diverse teams. Through applying both statistical mediation (Studies 1 and 2) and moderation-of-process methods (Study 3), our findings supported the expectation that biased perceptions of relationship conflict accounted for this reduced support of diverse teams. Implications for diverse teams in organizations are discussed.
U2 - 10.1287/orsc.2015.0994
DO - 10.1287/orsc.2015.0994
M3 - Article
SN - 1047-7039
VL - 26
SP - 1351
EP - 1364
JO - Organization Science
JF - Organization Science
IS - 5
ER -
Lount RBJ, Sheldon OJ, Rink F, Phillips KWP. Biased perceptions of racially diverse teams and their consequences for resource support. Organization Science. 2015;26(5):1351-1364. doi: 10.1287/orsc.2015.0994
