Research questions such as how and when
diversity influences performance at work are still
limited within the scientific literature in
management. The purpose of this dissertation is to
provide answers to these questions by proposing a
research model that emphasizes the role of
collective identity salience and psychological
safety climate as important conditions under which
diversity may lead to increased group performance.
The model also highlights three levels of
psychological mechanisms (individual, dyadic and
group-level) to explain how diversity can lead to
augmented group performance.
diversity influences performance at work are still
limited within the scientific literature in
management. The purpose of this dissertation is to
provide answers to these questions by proposing a
research model that emphasizes the role of
collective identity salience and psychological
safety climate as important conditions under which
diversity may lead to increased group performance.
The model also highlights three levels of
psychological mechanisms (individual, dyadic and
group-level) to explain how diversity can lead to
augmented group performance.