Facing Differences With an Open Mind: Openness to Experience, Salience of Intragroup Differences, and Performance of Diverse Work Groups
研究多元化团队中成员经验开放性和奖励结构如何影响团队绩效，发现当差异显著时，高经验开放性通过信息加工提升绩效。
This study examined how the performance of diverse teams is affected by member openness to experience and the extent to which team reward structure emphasizes intragroup differences. Fifty-eight heterogeneous four-person teams engaged in an interactive task. Teams in which reward structure converged with diversity (i.e., “faultline” teams) performed more poorly than teams in which reward structure cut across differences between group members or pointed to a “superordinate identity.” High openness to experience positively influenced teams in which differences were salient (i.e., faultline and “cross-categorized” teams) but not teams with a superordi-nate identity. This effect was mediated by information elaboration.