Earticle

초록

영어

According to the social categorization theory, people tend to categorize their group members into in-group or out-group members according to differences in demographic attributes. Generally, people prefer interacting with in-group members to out-group members. Our research focuses on which demographic attributes affect social categorization. We examined the influences of differences in gender, age, and educational background on role clarity in 58 teams in a Korean public enterprise. Moreover, we examined the mediating role of interaction frequency on the relationship between team diversity and role clarity. Our study provides evidence that interaction frequency can and does mediate the relationship between team diversity and role clarity. Gender diversity and educational background diversity have negative impact on interaction among team members, and consequentially lower role clarity within team. This study makes several academic and practical contributions. First, this study shows how team diversity affects role clarity within the team. The diversity of team members will make it difficult for an individual to find a team member who is similar to himself/herself and who feels intimacy, which may lower the quality and frequency of interaction. The lower the quality and frequency of communication among members reduces the opportunity to exchange and share information about each other, making it difficult to clearly identify and share their roles. Our study provides evidence that interaction frequency can and does mediate the relationship between team diversity and role clarity. Second, this study considers gender, educational background and age in the Korean context among the various dimensions of team diversity. Among them gender diversity and educational background diversity except age diversity have negative impact on interaction among team members, and consequentially lower role clarity within team. The team with many heterogeneous members of gender and educational background had less interaction frequency among the members, and the role clarity was also lower. Meanwhile, with regard to diversity in age, the company has implemented several strategies to do away with inefficient seniority rule which was dominant social norms in Korean organizations. There-through, age diversity in this study appears to be positively related with role clarity as well as interaction frequency, and not significant. It is suggested that managing the demographic diversity of team is an important factor in enhancing the team interaction frequency and role clarity. These results show that the negative effects of diversity can be overcome to some extent by corporate level efforts.

목차

Ⅰ. Introduction
 Ⅱ. Theoretical Background and Hypotheses
 Ⅲ. Method
 Ⅳ. Results
 Ⅴ. Conclusion
 References
 Abstract

키워드

저자

• Dongman Na [ Research Fellow, Korea Research Institute for Vocational Education & Training ] First Author
• Ji Sun Lim [ Research Professor, Office of Educational Innovation, University of Seoul ] Corresponding Author
• Sanghyeon Sung [ Professor, Department of Business Administration, Dongguk University-Seoul ] Co-Author

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330