The purpose of this cross-sectional, survey research was to evaluate the relationship between work group demographic diversity and work group performance. In part due to the limitations of predominantly subjective work group classification methods, the findings on the diversity-performance relationship reported in the literature have been inconsistent and, often, contradictory. The researcher employed an objective, hierarchical clustering technique to classify, statistically, 38 work groups employed within a Midwest state government administrative agency. The researcher used ANOVA to compare the work groups' and resultant clusters' levels of public entrepreneurship. The researcher used a 22-item online survey to collect objective data from members (n=202) of the agency's work groups. The ANOVA results tended to be inconsistent with cognitive resource diversity theory. The ANOVA results indicated that perceptions of the group's levels of risk-taking, innovativeness, and proactiveness sometimes varied among demographically similar work groups and never varied between clusters of demographically dissimilar work groups. Further research is needed to develop the statistical classification approach.
|Subjects||Management; Organizational behavior|
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