박사

팀 다양성이 팀 창의성에 미치는 영향에 관한 연구 = The Effect of Team Diversity on Team Effectiveness

유광호 2020년
논문상세정보
' 팀 다양성이 팀 창의성에 미치는 영향에 관한 연구 = The Effect of Team Diversity on Team Effectiveness' 의 주제별 논문영향력
논문영향력 선정 방법
논문영향력 요약
주제
  • 일반 경영
  • 개방성 다양성
  • 다양성
  • 변혁적 리더십
  • 심층다양성
  • 연령다양성
  • 인지적 다양성
  • 팀 창의성
  • 팀-구성원 교환관계
  • 표면다양성
동일주제 총논문수 논문피인용 총횟수 주제별 논문영향력의 평균
2,889 0

0.0%

' 팀 다양성이 팀 창의성에 미치는 영향에 관한 연구 = The Effect of Team Diversity on Team Effectiveness' 의 참고문헌

  • 팀의 다양성 및 교환관계가 팀 창의성과 팀 성과에 미치는 영향
    이희옥 정동섭 인적자원관리연구, 24(3), 127-151 [2017]
  • 팀유효성 결정요인에 관한 연구의 종합
    박원우 방호진 노사관 계연구. 15, 1-73 [2004]
  • 팀 다양성이 팀 성과에 미치는 영향. 변혁적 리더십과 팀 구성원 교환관계의 역할
    김승용 유광호 이병철 인적자원개발연구, 22(2): 59-86 [2019]
  • 팀 다양성과 팀 공유멘탈모형의 상호작용이 팀 효 과성에 미치는 영향에 관한 연구
    김문주 윤정구 한국경영학회 통합학술발표논 문집, 1-28 [2009]
  • 팀 내다양성이 팀 학습에 미치는 영향에 관한 연구
    김문주 경영 학연구, 43(3), 671-704 [2014]
  • 팀 구성원 Bic5 퍼스낼리티 특성과 팀 프로세스 및 효과성의 관계
    권석균 최보인 글로벌경영연구, 25(1), 95-112 [2013]
  • 최고경영진의 지식다양성과 사회적 범주다 양성이 조직성과에 미치는 영향
    백윤정 정진철 최순권 인사조직연구, 10, 1-34 [2002]
  • 집단의 사회적 네트워크의 다양성이 집단성과에 미 치는 영향에 대한 상황적 효과에 관한 연구
    문형구 박혜원 대한경영학회지, 22(5): 2667-2695 [2009]
  • 집단 내 인력단층 (Faultline) 과 권력 불균형의 효 과
    고유미 정명호 경영학연구, 46(1), 185-212 [2017]
  • 집단 내 개인의 비유사성이 직무성과에 미치는 영 향
    노현탁 유이정 인사조직연구, 24, 69-100 [2016]
  • 조직의 팀 지원과 변혁적 리더십이 팀 구성 원들의 교환관계, 에피커시, 그리고 몰입에 미치는 영향
    강대석 인식된 차동옥 조직과 인사관리연구, 30, 175-208 [2004]
  • 이종건 박헌준. 다양성이 프로젝트팀의 성과에 미치는 영향
    성상현 인사조직연구, 15(2): 39-70 [2007]
  • 외국인소유와 직장 내 여성차별: 한국에 있는 외국인 소유기업과 현지인 소유기업의 비교를 중심으로
    김광호 국제경영연구, 28(3): 135-163 [2017]
  • 연구개발팀의 다양성과 응집성이 팀 창의성에 미치는 영향: 창의적 역할모델로서 리더기능의 조절효과
    김학수 박진환 이준호 이진규 조직과인사관리연구, 35(3), 171-197 [2011]
  • 여성의 경력장애와 이직의도에 과한 연구. 인적자원관리연구
    곽선화 14 권(특별호): 1-23 [2007]
  • 성별 임금격차의 현상과 원인에 대한 연구
    금재호 국제경제연구 (한국국제경제학회), 17(3), 161-184 [2011]
  • 비정규직의 고용형태와 일자리선택 자발성 여부에 따른 직무만족과 조직몰입의 차이 분석
    박경환 정규직과 경영교육연구, 31, 311-335 [2043]
  • 비정규직의 고용안정성과 조직몰입에 대한 국제비교연구
    구혜란 한국사회 학, 39(2), 163-195 [2005]
  • 비정규직법 시행 이후 기업의 대응방식과 성 차별적 관행
    박옥주 손승영 담론201. 15(3), 91-125 [2012]
  • 리더십이 TMX 와 조직몰입을 통해 조직시민행동 에 미치는 효과
    김진희 변혁적 대한경영학회지, 26(8), -2067 [2043]
  • 리더십과 거래적 리더십이 창의성에 미치는 영향, 내재 적 동기부여와 혁신분위기의매개역할을 중심으로
    변혁적 육현표 성균관대 학교 대학원 박사학위논문 [2016]
  • 다양성이 팀 프로세스 활성화와 효과성에 미치 는 영향
    권석균 최보인 인 사조직연구, 20, 1-46 [2012]
  • 다양성과 팀 성과
    김명희 성상현 이종건 인사조직연구, , 20: 247-280 [2012]
  • 다양성 인사시스템 및 인력개발 모델의 탐색
    이을터 인적자원개 발연구, 21(4): 197-220 [2018]
  • 다양성 분위기의 팀 유효성 영향에 대한 연구
    김윤호 박장섭 어수봉 인적자원개발연구, 20(1): 189-219 [2017]
  • 다수준분석의 절차와 방법: WABA를 중심으로
    고수경 박원우 서 울대학교 경영논집 39권 1호 [2005]
  • 다기능프로젝트팀의 다양성, 조직맥락, 팀 개발 기 간이 팀 효과성에 미치는 영향
    권석균 박종혁 경영학연구, 38(5): 1273-1305 [2009]
  • 노동인력 구성의 변화와 다양성의 관리: 한국의 적용가능 성 모색
    이상호 한국행정논집(한국정부학회), 17(2), 503-526 [2005]
  • 기능적 다양성이 팀창의성에 미치는 영향: 팀 내재 적 동기부여의 매개효과와 과업 상호의존의 조절효과를 중심으로
    김태열 이덕로 경영학연구, 44(5), 1211-1239 [2015]
  • 기간제 근로자의 선택자발성이 직무태도에 미치는 영향
    김기태 조봉순 인사조직연구, 21, 1-30 [2004]
  • 구성원 성격 다양성이 팀 성과와 만족에 미치는 영 향과 변혁적 리더십의 조절효과
    권석균 최보인 인적자원관리연구, 21(5), 47-71 [2014]
  • 고용이 기업성과에 미치는 영향에 관한 실증연구: 교환이 론적 관점을 중심으로
    권순식 비정규직 경영학연구(한국경영학회), 33(3), 891-931 [2012]
  • 고용과 기업성과의 비선형적 관계 에 관한 연구
    김미희 노세리 비정규직 이상민 경영학연구, 44(6), 1735-1758 [2043]
  • 고용 유연화가 기업의 훈련투자에 미치는 영향
    이병희 정재호 노동정책연구(한국노동연구원), 4(4), 21-43 [2004]
  • 간호사의 환자확인 행동 관련 요인 및 개인 -조직 가치일치 분위기의 상호작용 효과
    강승완 김세영 김영미 Journal of Korean Academy of Nursing, 44(2), 198-208 [2014]
  • 가교 혹은 함정? 노동시장 구조와 비정규직 근로자 의 고용형태 전환에 대한 연구
    권순원 정동일 인사조직연구, 24, 9-41 [2016]
  • van Knippenberg, D., & Haslam, S. A. 2003. Realizing the diversity ividend: Exploring the subtle interplay between identity, ideology, and reality. In S. A. Haslam, D. van Knippenberg, M. J. Platow, & N. Ellemers (Eds.), Social identity at work: Developing theory for organizational practice (pp. 61–77). New York, NY: Psychology Press.
  • Work-group design and autonomy : A field study of the interaction between task interdependence and group autonomy
    31 ( 1 ) , 54-70 [2000]
  • Work group diversity and group performance : an integrative model and research agenda
    89 ( 6 ) , 1008 [2004]
  • Women 's career development phases
    [2005]
  • Williams, K. Y., & O'Reilly III, C. A. 1998. Demography and. Research in Organizational Behavior, 20, 77-140.
  • Why Differences Make a Difference : A Field Study of Diversity , Conflict and Performance in Workgroups.
    44 ( 4 ) , 741-763 [1999]
  • When sparks fly : Igniting Creativity in Groups
    [1999]
  • When openness to experience and conscientiousness affect continuous learning : A mediating role of intrinsic motivation and a moderating role of occupation 1
    53 ( 1 ) , 1-14 [2011]
  • When and how do differences matter ? An exploration of perceived similarity in teams
    107 ( 1 ) , 41-59 . [2008]
  • What differences make a difference ? The promise and reality of diverse teams in organizations
    6 , 31–55 [2005]
  • What 's the difference ? Diversity constructs as separation , variety , or disparity in organizations
    32 ( 4 ) , 1199-1228 . [2007]
  • W. E. 1987Managing new product innovations
    No . 04 ; e-book .
  • Victims of groupthink : a Psychological Study of Foreign-Policy Decisions and Fiascoes
    [1972]
  • Valuing skill differences : Perceived skill complementarity and dyadic helping behavior in teams
    34 ( 5 ) , 536-562 [2009]
  • Us and me : Team identification and individual differentiation as complementary drivers of team members ' citizenship and creative behaviors
    34 ( 1 ) , 69-88 [2008]
  • Unity through diversity : Value-in-diversity beliefs , work group diversity , and group identification
    11 , 207– 222 [2007]
  • Understanding the dynamics of diversity in decision-making teams
    204 , 261 [1995]
  • Transformational leadership : relations to the five-factor model and team performance in typical and maximum contexts
    89 ( 4 ) , 610 . [2004]
  • Transformational and transactional leadership : a meta-analytic test of their relative validity
    89 ( 5 ) , 755 [2004]
  • Training and developing an age diverse workforce in SMEs : The need for a strategic approach
    47 ( 8/9 ) , 592-604 [2005]
  • Towards a cognitive redefinition of the social groupSocial identity and intergroup relations
    pp . 15–40 [1982]
  • Toward a Theory of Organizational Creativity ’
    18 ( 2 ) , 293-321 . [1993]
  • Top management-team diversity and firm performance : Examining the role of cognitions
    11 ( 1 ) , 21-34 . [2000]
  • The trade-offs of social control and innovation in groups and organizations
    Vol . 22 , pp . 175-210 [1989]
  • The selective perception of managers revisited
    40 ( 3 ) , 716-737 . [1997]
  • The role of context in work team diversity research : A meta-analytic review
    52 ( 3 ) , 599-627 [2009]
  • The ripple effect : Emotional contagion in groups
    [2000]
  • The nonprofit sector and gender discrimination .
    10 ( 3 ) , 251-269 . [2000]
  • The moderator–mediator variable distinction in social psychological research : Conceptual , strategic , and statistical considerations
    51 ( 6 ) , 1173 [1986]
  • The influence of transformational leadership on followers ’ relational versus collective self-concept
    [2002]
  • The influence of top management team heterogeneity on firms ' competitive moves
    [1996]
  • The impact of multiculturalism versus color-blindness on racial bias
    40 , 417– 423 [2004]
  • The evolution and future of diversity at work
    102 ( 3 ) , 483 [2017]
  • The effects of team diversity on team outcomes : A meta-analytic review of team demography
    33 ( 6 ) , 987-1015 [2007]
  • The effects of personal and contextual characteristics on creativity : Where should we go from here ?
    30 ( 6 ) , 933-958 . [2004]
  • The effects of organizational demographics and social identity on relationships among professional women
    [1994]
  • The downside of self-management : A longitudinal study of the effects tf conflict on trust , autonomy , and task interdependence in self-managing teams
    50 ( 4 ) , 885-900 [2007]
  • The design of work for groups and groups for workClassic readings in organizational behavior
    [1980]
  • The attraction paradigm
    [1971]
  • The Difference : How the Power of Diversity Creates Better Groups , Firms , Schools , and Societies
    [2007]
  • Teamwork and associated psychological factors : A review
    20 ( 2 ) , 105-128 . [2006]
  • Team-member exchange under team and traditional management : A naturally occurring quasi-experiment
    20 ( 1 ) , 18-38 . [1995]
  • Team personality diversity , group creativity , and innovativeness in organizational teams . The Fondazione Eni Enrico Mattei Series
    1 . [2007]
  • Team implicit coordination processes : A team knowledge–based approach
    33 ( 1 ) , 163-184 . [2008]
  • Taking it to another level : Do personality-based human capital resources matter to firm performance ?
    100 ( 3 ) , 935 [2015]
  • Strategic human resource management : Employee involvement , diversity , and international issues
    8 ( 3 ) , 193-214 [1998]
  • SocialContext of performance evaluation decisions
    36 ( 1 ) , 80-105 . [1993]
  • Social identification effects in social dilemmas : A transformation of motives
    29 ( 7 ) , 871-893 . [1999]
  • Searching forCommon threads : Understanding the multiple effects of diversity in organizational groups
    21 ( 2 ) , 402-433 . [1996]
  • Racial differences in employee retention : Are diversityClimate perceptions the key ?
    60 , 35– 62 . [2007]
  • Queen bees , wannabees and afraid to bees : no more ‘ best enemies ’ for women in management ?
    19 , S75-S84 [2008]
  • Political ideology : Its structure , functions , and elective affinities
    60 , 307–337 [2009]
  • Pervin personality : Theory Assessment and Research
    [1980]
  • Personality configurations in self‐managed teams : A natural experiment on the effects of maximizing and minimizing variance in traits
    41 ( 7 ) , 1701-1732 . [2011]
  • Personality and performance at the beginning of the new millennium : What do we know and where do we go next ?
    9 ( 1‐2 ) , 9-30 [2001]
  • Personality and job performance : The Big Five revisited
    85 ( 6 ) , 869 . [2000]
  • Perceptions of functioning in mixed-sex and male medical training groups
    [1982]
  • P. M. 1977Inequality and heterogeneity : A primitive theory of social structure
    Vol . 7
  • P. D. 1978Measures of inequality
  • Organizational demography : The differential effects of age and tenure distributions on technical communication
    32 ( 2 ) , 353-376 [1989]
  • Organizational and personal dimensions in diversity climate
    34 , 82–104 [1998]
  • Organizational Description Questionnaire : Sampler set : Mind Garden
    [1992]
  • Multilevel theorizing about creativity in organizations : A sensemaking perspective
    24 ( 2 ) , 286-307 . [1999]
  • Modeling work group effectiveness in high-technology manufacturing environments
    32 ( 4 ) , 361-368 . [2000]
  • Members ’ openness to experience and teams ’ creative performance
    42 ( 1 ) , 55-76 . [2011]
  • Member heterogeneity and dyadic creativity
    18 ( 1 ) , 33-55 . [1965]
  • Mediation in Experimental and Nonexperimental Studies : New Procedures and Recommendations
    7 ( 4 ) , 422 [2002]
  • Maximizing cross-functional new product teams ' innovativeness and constraint adherence : A conflict communications perspective
    44 ( 4 ) , 779-793 . [2001]
  • Managing diversity and enhancing team outcomes : the promise of transformational leadership
    94 ( 1 ) , 77 [2009]
  • Managing cultural diversity : Implications for organizational competitiveness
    5 ( 3 ) , 45-56 [1991]
  • Managing Diversity : A Strategic ‘ Grass Roots ’ Approach. ” In S. E. Jackson and others ( eds . ) , Diversity in the Workplace : Human Resources Initiatives
    Volume 1 [1992]
  • Making use of difference : Diversity , debate , and decision comprehensiveness in top management teams
    42 , 662– 673 . [1999]
  • M. C. 2007Work group diversity
    58
  • Los Cinco Grandes across cultures and ethnic groups : Multitrait-multimethod analyses of the Big Five in Spanish and English
    75 ( 3 ) , 729 . [1998]
  • Learning and Performance in Multidisciplinary Teams : The Importance of Collective Team Identification
    48 ( 3 ) , 532-547 [2005]
  • Leadership theory and research in the new millennium : Current theoretical trends and changing perspectives
    25 ( 1 ) , 36-62 [2014]
  • Leadership in teams : A functional approach to understanding leadership structures and processes
    36 ( 1 ) , 5-39 . [2010]
  • L. R. 1959Homogeneity of member personality and its effect on group problem-solving
    58 ( 1 ) , 27
  • Joint impact of interdependence and group diversity on innovation
    29 ( 5 ) , 729-751 [2003]
  • J. N. 199 ) . Resources and relationships : Social networks and mobility in the workplace
  • J. D. 1980Analysis of population diversity : Measures of qualitative variation
    8 ( 3 ) , 341-362
  • J. D. 1967Organizations in action : social science bases of administrative theory
  • Introduction to mediation , moderation , and conditional process analysis : A regression-based approach
    51 ( 3 ) , 335-337 [2013]
  • Intergroup Contact Theory
    49 , pp.65-85 [1998]
  • Impact of highly and less job-related diversity on work group cohesion and performance : A meta-analysis
    27 ( 2 ) , 141-162 [2001]
  • Groups and productivity : Analyzing the effectiveness of self-managing teams
    [1988]
  • Gender roles , biological sex , and predisposition to conflict management
    12 ( 7-8 ) , 731-747 [1985]
  • G. R. 1976 . Motivation through the design of work : Test of a theory
    16 , 250- 279
  • From individual incentives to an organization‐wide gainsharing plan : Effects on teamwork and product quality
    12 ( 3 ) , 169-183 . [1991]
  • Facing differences with an open mind : Openness to experience , salience of intragroup differences , and performance of diverse work groups
    51 ( 6 ) , 1204-1222 [2008]
  • Engaging the aging workforce : The relationship between perceived age similarity , satisfaction with coworkers , and employee engagement
    92 ( 6 ) , 1542 . [2007]
  • Diversity in decision-making teams : All differences are not created equal
    [1995]
  • Diversity and human resource development . In D. McGuire & K. M. Jorgensen ( Eds . ) , Human Resource Development : Theory and practices ( pp.172-180 )
    [2011]
  • Direct and indirect effects : Classical and bootstrap estimates of variability
    [1990]
  • Developing a forced-choice measure of conflict-handling behavior : The '' MODE '' instrument
    37 ( 2 ) , 309-325 [1977]
  • Designing effecti ve self-managing work teams . In M M. Beyerlein & D. A. Johnson ( Eds ) , Advances in Interdisciplinary Studies of Work Teams ( l )
    [1994]
  • Designed for learning : A tale of two auto plants
    [1995]
  • Demography and design : Predictors of new product team performance
    3 ( 3 ) , 321-341 . [1992]
  • Demographic diversity and faultlines : The compositional dynamics of organizational groups
    23 , 325–340 [1998]
  • Demographic difference in organization : Current research and future directions
    [1999]
  • Demographic Diversity , Conflict , and Work Group Outcomes : An Intervening Process Theory.
    7 , 615–631 [1996]
  • D. L. 1980
  • D. 1997. what makes a teams work : group effectiveness research from the shop f1oor to the executive suite
    23 ( 3 ) , 239-290
  • Communication and persuasion : Central and peripheral routes to attitude change
    [1986]
  • Collaborative creativity—Group creativity and team innovation . In Handbook of organizational creativity
    pp . 327-357 [2012]
  • Cognitive team diversity and individual team member creativity : A cross-level interaction
    55 ( 1 ) , 197-212 . [2012]
  • Cognitive diversity among upper‐echelon executives : implications for strategic decision processes
    19 ( 1 ) , 39-58 . [1998]
  • Charisma and leadership in organizations
    [1992]
  • Change above the glass ceiling : Corporate social responsibility and gender diversity in Japanese firms
    63 ( 2 ) , 409-440 [2018]
  • Beyond simple demographic effects : The importance of relational demography in superior-subordinate dyads .
    32 ( 2 ) : 402-423 . [1989]
  • Beyond relational demography : Time and the effects of surface-and deep-level diversity on work group cohesion
    41 ( 1 ) , 96-107 . [1998]
  • Beyond race and gender : Unleashing the power of your total workforce by managing diversity
    [1991]
  • Bass, B. M., & Riggio, R. E. 2006. Transformational Leadership: Psychology Press.
    [2006]
  • Bass & Stogdill 's handbook of leadership : Theory , research , and managerial applications
    [1990]
  • B. M. 1985Leadership and performance
  • Avolio, B. J., Jung, D. I., Murry, W., & Sivasbramaniam, N. 1996. Building highly developed teams: Focusing on shared leadership process, efficacy, trust, and performance. In M. M. Beyerlein, D. A. Johnson, & S. T. Beyerlein (Eds.), Advances in Interdisciplinary Studies of Work Teams: Team Leadership, Vol. 3, pp. 173-209).
  • An introduction to the bootstrap
    [1994]
  • Addressing moderated mediation hypotheses : theory , methods , and prescriptions
    42 ( 1 ) , 185-227 . [2007]
  • A. T. 2002 . Time , teams , and task performance : Changing effects of surface-and deep-level diversity on group functioning
    45 ( 5 ) , 1029-1045 .
  • A primer on pattern-based approaches to fMRI : principles , pitfalls , and perspectives
    87 ( 2 ) , 257-270 [2015]
  • A multilevel approach to theory and research in organizations : Contextual
    [2000]
  • A contingent configuration approach to understanding the role of personality in organizational groups
    723 , 327-378 [2001]
  • A Theory of Social Comparison Processes
    Vol . 7 , No . 2 , pp . 117-140 [1954]
  • .A role-making model of leadership in formal organizations : A developmental approach
    143 , 165 [1975]