Differences between workers have been shown to influence many areas of the workplace relationship.
Stereotypes, prejudice and bias are the result of demands to process vast quantities of information.
The author would like to acknowledge the support and feedback received from Roderick Iverson and Mara Olekalns during the progress of this study.
Her current research focuses on workforce diversity, such as personality and linguistic differences, in dyadic exchanges and in teams. A Framework of the Foundation Theories Underlying the Relationship Between Individuals Within a Diverse Workforce, Research and Practice in Human Resource Management, 15(2), 75-91. This interest includes examining group dynamics, organisational justice, stress, innovation, and psychological safety. Creativity and strategic management: Individual and group considerations concerning decision alternatives in the top management teams. Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes. The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit. Effects of the legitimacy of low group or individual status on individual and collective identity enhancement strategies. Effects of race on organizational experiences, job performance evaluations, and career outcomes.
Intergroup relations and group solidarity: Effects of group identification and social beliefs on depersonalised attraction. Innovation, market orientation, and organizational learning: An integration and empirical examination.
Consequences of group composition for the interpersonal dynamics of strategic issue processing.


Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Intergroup norms and intergroup discrimination: Distinctive self-categorization and social identity effects. Diversity in social context: A multi-attribute, multi-level analysis of team diversity and sales performance.
A typology of organization typologies: Toward parsimony and integration in the organization sciences. Organisational attractiveness for prospective applicants: A person-organisation fit perspective. Ethnic identity, self-esteem, and values in Dominicans, Puerto Ricans, and African Americans.
People and organisational culture: A profile comparison approach to assessing person-organisation fit. Person-organisation fit across cultures: An empirical investigation of individualism and collectivism. Interviewer perceptions of applicant qualifications: A multivariate field study of demographic characteristics and non-verbal cues.
Relational demography and perceptions of group conflict and performance: A field investigation.
Relationship between peacekeepers and NGO workers: The role of training and conflict management styles in international peacekeeping. Identity salience: A moderator of the relationship between group gender composition and work group conflict. Relational demography within groups: Past developments, contradictions, and new directions. Demographic diversity and employee attitudes: An empirical examination of relational demography within work units.


Social psychological mechanisms underlying nature speaker evaluations on non-native speech. Applicant age and selection interview decisions: Effect of information exposure on age discrimination in personnel selection.
Top management team demography and process: The role of social integration and communication. Differentiation between social groups: Studies in the social psychology of intergroup relations. Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads.
Perceptual distortions in cross-cultural interrogations: The impact of skin color, accent, speech style, and spoken fluency on impression formation.
Organizational demography: The differential effects of age and tenure distributions on technical communication.
Paper presented at the Fifty-ninth Annual Meeting of the Academy of Management, Chicago, IL. Paper presented at the Sixty-first Annual Meeting of the Academy of Management, Washington DC. Demographic and organizational influences on leader-member exchange and related work attitudes.




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