||Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herror, M. 1996. Assessing the work environment for creativity. Academy of Management Journal, 39: 1154–1184.|
Axtell, C. M., Holman, D. J., Unsworth, K. L., Wall, T. D., & Waterson, P. E. 2000. Shopfloor innovation: Facilitating the suggestion and implementation of ideas. Journal of Occupational and Organizational Psychology, 73: 265–285.
Batarseh, F. S., Usher, J. M., & Daspit, J. J. 2017. Absorptive capacity in virtual teams: Examining the influence on diversity and innovation. Journal of Knowledge Management, 21: 1342–1361.
Blau, P. M. 1977. Inequality and heterogeneity. New York: Free Press.
Bliese, P. D. 2000. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein, & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations (pp. 349–381). San Francisco: Jossey-Bass.
Camelo-Ordaz, C., García-Cruz, J., Sousa-Ginel, E., & Valle-Cabrera, R. 2011. The influence of human resource management on knowledge sharing and innovation in Spain: The mediating role of affective commitment. International Journal of Human Resource Management, 22: 1442–1463.
Cheung, S., Gong, Y., Wang, M., Zhou, L., & Shi, J. 2016. When and how does functional diversity influence team innovation? The mediating role of knowledge sharing and the moderation role of affect-based trust in a team. Human Relations, 69: 1507–1531.
Dahling, J. J., Wiley, S., Fishman, Z. A., & Loihle, A. 2016. A stake in the fight: When do heterosexual employees resist organizational policies that deny marriage equality to LGB peers? Organizational Behavior and Human Decision Processes, 132: 1–15.
Dong, Y., Bartol, K. M., Zhang, Z., & Li, C. 2017. Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual-focused transformational leadership. Journal of Organizational Behavior, 38: 439–458.
Dwertmann, D. J. G., Nishii, L. H., & van Knippenberg, D. 2016. Disentangling the fairness & discrimination and synergy perspectives on diversity climate: Moving the field forward. Journal of Management, 42: 1136–1168.
Fiol, C. M. 1996. Squeezing harder doesn’t always work: Continuing the search for consistency in innovation research. Academy of Management Review, 21: 1012–1021.
Garcia-Prieto, P., Bellard, E., & Schneider, S. C. 2003. Experiencing diversity, conflict and emotions in teams. Journal of Applied Psychology: An International Review, 52: 413–440.
Golden,T. D., & Raghuram, S. 2010. Teleworker knowledge sharing and the role of altered relational and technological interactions. Journal of Organizational Behavior, 31: 1061–1085.
Harrison, D. A., & Klein, K. J. 2007. What’s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32: 1199–1228.
Harrison, D. A., Mohammed, S., McGrath, J. E., Florey, A. T., & Vanderstoep, S. 2003. Time matters in team task performance: Effects of member familiarity, entrainment, and task discontinuity on speed and quality. Personnel Psychology, 56: 633–669.
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. 2002. Time, teams, and task performance: Changing effects of surface- and deep-level diversity on group functioning. Academy of Management Journal, 45: 1029–1045.
Hinsz, V. B., Tindale, R. S., & Vollrath, D.A. 1997. The emerging conceptualization of groups as information processors. Psychological Bulletin, 121: 43–64.
Hoever, I. J., van Knippenberg, D., van Ginkel, W. P., & Barkema, H. G. 2012. Fostering team creativity: Perspective taking as key to unlocking diversity’s potential. Journal of Applied Psychology, 97: 982–996.
Hsu, L. M. A., & Chen, F. H. 2017. The cross-level mediating effect of psychological capital on the organizational innovation climate–employee innovative behavior relationship. Journal of Creative Behavior, 51: 128–139.
Hu, L., & Randel, A.E. 2014. Knowledge sharing in teams: Social capital, extrinsic incentives, and team innovation. Group & Organization Management, 39: 213–243.
James, L. R., Demaree, R. G., & Wolf, G. 1993. Rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78: 306–309.
Jehn, K. A., Northcraft, G. B., & Neale, M. A. 1999. Why differences make a difference: A field study of diversity, conflict, and performance in workgroups. Administrative Science Quarterly, 44: 741–763.
Kearney, E., Gebert, D., & Voelpel, S. C. 2009. When and how diversity benefits teams: The importance of team members’ need for cognition. Academy of Management Review, 52: 581–598.
Lawrence, B. S. 1997. Perspective－The black box of organizational demography. Organization Science, 8: 1–22.
Lau, D. C., & Murnighan, J. K. 1998. Demographic diversity and faultlines: The compositional dynamics of organizational groups. Academy of Management Review, 23: 325–340.
LeBreton, J. M., & Senter, J. L. 2008. Answers to 20 questions about interrater reliability and interrater agreement. Organizational Research Methods, 11: 815–852.
Leach, C. W., van Zomeren, M., Zebel, S., Vliek, M. L. W., Pennekamp, S. F., Doosje, B., Ouwerkerk, J. W., & Spearss, R. 2008. Group-level self-definition and self-investment: A hierarchical (multicomponent) model of in-group identification. Journal of Personality and Social Psychology, 95: 144–165.
Leal-Rodríguez, A. L., Roldán, J. L., Ariza-Montes, J. A., & Leal-Millán, A. 2014. From potential absorptive capacity to innovation outcomes in project teams: The conditional mediating role of the realized absorptive capacity in a relational learning context. International Journal of Project Management, 32: 894–907.
Lee, H. W., Choi, J. N., & Kim, S. 2018. Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity. Organizational Behavior and Human Decision Processes, 144: 187–199.
Lewin, A. Y., Massini, S., & Peeters, C. 2011. Microfoundations of internal and external absorptive capacity routines. Organization Science, 22: 81–98.
Mohammed, S., & Angell, L. C. 2004. Surface- and deep-level diversity in workgroups: Examining the moderating effects of team orientation and team process on relationship conflict. Journal of Organizational Behavior, 25: 1015–1039.
Mohammadi, A., Broström, A., & Franzoni, C. 2017. Workforce composition and innovation: How diversity in employees’ ethnic and educational backgrounds facilitates firm-level innovativeness. Journal of Product Innovation Management, 34: 406–426.
Muthén, L. K., & Muthén, B. O. 2010. Mplus user’s guide: Statistical analysis with latent variables. Los Angeles, CA: Muthén & Muthén.
Newbert, S. L. 2007. Empirical research on the resource‐based view of the firm: An assessment and suggestions for future research. Strategic Management Journal, 28: 121–146.
Ng, T. W. H., & Feldman, D. C. 2013. A meta-analysis of the relationships of age and tenure with innovation-related behaviour. Journal of Occupational and Organizational Psychology, 86: 585–616.
Nishii, L. H. 2013. The benefits of climate for inclusion for gender diverse groups. Academy of Management Journal, 56: 1754–1774.
Olsen, J. E., & Martins, L. L. 2012. Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior, 33: 1168–1187.
Ramarajan, L. 2009. Opening up or shutting down? The effects of multiple identities on problem solving. Harvard Business School working paper series no. 10-041. Boston.
Randel, A. E. 2002. Identity salience: A moderator of the relationship between group gender composition and work group conflict. Journal of Organizational Behavior, 23: 749–766.
Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. 1999. Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44: 1–28.
Pelled, L. H., Ledford, G. E., & Mohrman, S. A. 1999. Demographic dissimilarity and workplace inclusion. Journal of Management Studies, 36: 1013–1031.
Preacher, K., Zhang, Z., & Zyphur, M. 2011. Alternative methods for assessing mediation in multilevel data: The advantages of multilevel SEM. Structural Equation Modeling, 18: 161–182.
Scott, S. G., & Bruce, R. A. 1994. Determinants of innovative behavior: A path model of individual innovation in the Workplace. Academy of Management Journal, 37: 580–607.
Shanker, R., Bhanugopan, R., van der Heijden, B. I. J. M., & Farrell, M. 2017. Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of Vocational Behavior, 100: 67–77.
Shemla, M., Meyer, B., Greer, L. L., & Jehn, K. A. 2016. A review of perceived diversity in teams: Does how members perceive their team’s composition affect team processes and outcomes? Journal of Organizational Behavior, 37: 89–106.
Shore, L. M., Cleveland, J. N., & Sanchez, D. 2018. Inclusive workplaces: A review and model. Human Resource Management Review, 28: 176–189.
Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., & Singh, G. 2011. Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37: 1262–1289.
Somech, A. 2006. The effects of leadership style and team process on performance and innovation in functionally heterogeneous teams. Journal of Management, 32: 132–157.
Tajfel, H. 1981. Human groups and social categories: Studies in social psychology. Cambridge, England: Cambridge University Press.
Tajfel, H. 1982. Social identity and intergroup relation. Cambridge: University Press.
Tajfel, H., & Turner, J. 1986. The social identity of intergroup behavior. In S. Worchel and W. Austin (Eds.), Psychology and intergroup relations (pp. 7–24). Chicago: Nelson-Hall.
Tajfel, H., & Turner, J. C. 1979. An integrative theory of intergroup conflict. In W. G. Austin, & S. Worchel (Eds.), The social psychology of intergroup relations (pp. 7–24). Montery, CA: Brooks/Cole.
Tesluk, P. E., & Jacobs, R. R. 1998. Toward an integrated model of work experience. Personnel Psychology, 51: 321–355.
Tran, V., Garcia-Prieto, P., & Schneider, S. C. 2011. The role of social identity, appraisal, and emotion in determining responses to diversity management. Human Relations, 64: 161–176.
Tsai, W., Chi, N., Grandey, A. A., & Fung, S. 2011. Positive group affective tone and team creativity: Negative group affective tone and team trust as boundary conditions. Journal of Organizational Behavior, 33: 638–656.
Turner, J. C. 1985. Social categorization and the self-concept: A social cognitive theory of group behavior. Advances in Group Processes, 2: 77–122.
van der Vegt, G. S., van De Vliert, E., & Huang, X. 2005. Location-level links between diversity and innovative climate depend on national power distance. Academy of Management Journal, 48: 1171–1182.
van Der Vegt, G. S., van De Vliert, E., & Oosterhof, A. 2003. Informational dissimilarity and organizational citizenship behavior: The role of intrateam interdependence and team identification. Academy of Management Journal, 46: 715–727.
van Dijk, H., van Engen, M. L., & van Knippenberg, D. 2012. Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance. Organizational Behavior and Human Decision Processes, 119: 38–53.
van Knippenberg, D., De Dreu, C. K. W., & Homan, A. C. 2004. Work group diversity and group performance: An integrative model and research agenda. Journal of Applied Psychology, 89: 1008–1022.
van Knippenberg, D., & Mell, J. N. 2016. Past, present, and potential future of team diversity research: From compositional diversity to emergent diversity. Organizational Behavior and Human Decision Processes, 136: 135–145.
Wang, X., Kim, T., & Lee, D. 2016. Cognitive diversity and team creativity: Effects of team intrinsic motivation and transformational leadership. Journal of Business Research, 69: 3231–3239.
Williams, K. Y., & O’Reilly, C. A., III. 1998. Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20: 77–140.
Zellmer-Bruhn, M. E., Maloney, M. M., Bhappu, A. D., & Salvador, R. 2008. When and how do differences matter? An exploration of perceived similarity in teams. Organizational Behavior and Human Decision Processes, 107: 41–59.
Zhu, J., & Zhang, B. 2019. The double-edged sword effect of abusive supervision on subordinates’ innovative behavior. Frontiers in Psychology, 10: 66.