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Abstract

Past relational demography research has demonstrated the influence of demographic dissimilarity among employees on their work engagement and attrition. Little is known about how demographic dissimilarity affects individuals’ attraction to a team in the first place. The present research focused on the attraction component of the attraction-selection-attrition model to investigate factors that contribute to team attraction and their associated underlying processes. Specifically, we identified anxiety towards potential teammates as an affective response to cultural dissimilarity, which in turn influenced performance expectations and team attraction. We also examined implicit and explicit cognitions that might shape the impact of anxiety. To this end, we tested the effects of implicit bias and perceptions of diversity culture in moderating the impact of anxiety on expected team performance and team attraction. Across two experiments, we found that anxiety mediated the effects of cultural dissimilarity on team attraction and performance expectations. Implicit bias, although not influencing the outcomes directly, moderated the link between anxiety and expected team performance. This effect was further moderated by whether diversity was valued. Specifically, when valuing diversity, individuals with heightened anxiety and lower implicit biases had lower expectations of performance from teams with dissimilar (vs. similar) members.

Bahasa Abstract

Penelitian demografi relasional masa lalu telah menunjukkan pengaruh ketidakmiripan demografis di antara karyawan pada keterlibatan dan gesekan kerja mereka. Sedikit yang diketahui tentang bagaimana perbedaan demografis memengaruhi ketertarikan individu pada tim. Penelitian ini berfokus pada komponen daya tarik model daya tarik-pilihan-gesekan untuk menyelidiki faktor-faktor yang berkontribusi pada daya tarik tim dan proses-proses mendasar yang terkait. Secara khusus, kami mengidentifikasi kecemasan terhadap rekan tim potensial sebagai respons afektif terhadap perbedaan budaya, yang pada gilirannya memengaruhi ekspektasi kinerja dan daya tarik tim. Kami juga memeriksa kognisi implisit dan eksplisit yang mungkin membentuk dampak kecemasan. Untuk tujuan ini, kami menguji efek bias implisit dan persepsi budaya keragaman dalam memoderasi dampak kecemasan pada kinerja tim yang diharapkan dan daya tarik tim. Di dua eksperimen, kami menemukan bahwa kecemasan memediasi efek perbedaan budaya pada daya tarik tim dan ekspektasi kinerja. Bias implisit, meskipun tidak mempengaruhi hasil secara langsung, memoderasi hubungan antara kecemasan dan kinerja tim yang diharapkan. Efek ini selanjutnya dimoderasi oleh apakah keragaman dihargai. Secara khusus, ketika menilai keragaman, individu dengan kecemasan yang tinggi dan bias implisit yang lebih rendah memiliki ekspektasi kinerja yang lebih rendah dari tim dengan anggota yang berbeda (vs. serupa).

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