Page 89 - Discrimination at Work The Psychological and Organizational Bases
P. 89

59
 3. RELATIONAL DEMOGRAPHY
 Flynn, F.J., Chatman, J. A., & Spataro, S. E. (2001). Getting to know you: The influence
 of personality on impressions and performance of demographically different people in
 organizations. Administrative Science Quarterly, 46, 414 142.
 Foley, S., & Kidder, D. L. (2002). Hispanic law students' perceptions of discrimination, justice,
 and career prospects. Hispanic Journal of Behavioral Sciences, 24, 23-37.
 Golightly, C., Huffman, D. M, & Byrne, D. (1972). Liking and loaning. Journal of Applied
 Psychology, 56, 521-523.
 Granovetter, M. S. (1973). The strength of weak ties. American Journal of Sociology, 78, 1360­
 1380.
 Granovetter, M. S. (1982). The strength of weak ties: A network theory revisited. In P. V.
 Marsden & N. Lin (Eds.), Social structure and network analysis (pp. 105-130). Beverly Hills,
 CA: Sage.
 Gutek, B. A., Cohen, A. G., & Tsui, A. (1996). Reactions to perceived sex discrimination. Human
 Relations, 49, 791-813.
 Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time and
 the effects of surface- and deep-level diversity on work group cohesion. Academy of Man­
 agement Journal, 41, 96-107.
 Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams and task per­
 formance: Changing effects of surface- and deep- level diversity on group functioning.
 Academy of Management Journal, 45, 1029-1045.
 Hinds, P. J., Carley, K. M., Krackhardt, D., & Wholey, D. (2000). Choosing work group mem­
 bers: Balancing similarity, competence, and familiarity. Organizational Behavior and Human
 Decision Processes, 81, 226-251.
 Hogg, M. A., & Terry, D. J. (2000). Social identity and self-categorization processes in organi­
 zational contexts. Academy of Management Review, 25, 121-140.
 Ibarra, H. (1995). Race, opportunity, and diversity of social circles in managerial networks.
 Academy of Management Journal, 38, 673-703.
 Jackson, P. B., Thoits, P. A., & Taylor, H. F. (1995). Composition of the workplace and psy­
 chological well-being: The effects of tokenism on America's Black elite. Social Forces, 74,
 543-557.
 Jackson, S. E., Brett, J. E, Sessa, V. I., Cooper, D. M., Julin, J. A., & Peyronnin, K. (1991). Some
 differences make a difference: Individual dissimilarity and group heterogeneity as corre­
 lates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76, 675-689.
 Jackson, S. E., Joshi, A., & Erhardt, N. L. (2003). Recent research on team and organizational
 diversity: SWOT analysis and implications. Journal of Management, 29, 801-830.
 Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why differences make a difference: A
 field study of diversity, conflict, and performance in work groups. Administrative Science
 Quarterly, 44, 741-763.
 Kanter, R. M. (1977). Men and women of the corporation. New York: Basic Books.
 Katz, R. (1982). Project communication and performance: An investigation into the effects of
 group longevity. Administrative Science Quarterly, 29, 81-104.
 Kirchmeyer, C. (1995). Demographic similarity to the work group: A longitudinal study of
 managers at the early career stage. Journal of Organizational Behavior, 16, 67-83.
 Kirchmeyer, C., & Cohen, A. (1992). Multicultural groups: Their performance and reactions
 with constructive conflict. Group and Organization Management, 17, 153-170.
 Lau, D. C., & Murnighan, J. K. (1998). Demographic diversity and faultlines: The composi­
 tional dynamics of organizational groups. Academy of Management Review, 23, 325-340.
 Lazarsfeld, P. E, & Merton, R. K. (1954). Friendship as a social process: A substantive and
 methodological analysis. In M. Berger, T. Abel, & C. H. Page (Eds.), Freedom and control in
 modern society. New York: Van Nostrand.
   84   85   86   87   88   89   90   91   92   93   94