Workgroup climate also impacts individual-level experiences of discrimination versus inclusion, as well as engagement and performance. In turn, workgroup climate has important implications for the authenticity of the relationship that group members develop, the positive versus negative quality of relational ties, the information that is shared among group members, the extent of conflict that is experienced, and ultimately the creativity, financial performance, and turnover rates associated with these groups. In particular, the extent to which leaders role model inclusive behaviors, clarify the learning and innovation benefits of diversity for the group’s work, and set strong norms related to interpersonal interactions, determines the inclusiveness of their workgroup climates. Using multi-level and multi-method research designs across a number of large-scale federally funded projects, she has found that leaders play an important role in shaping inclusion. Her research focuses on the confluence of organizational practices, leadership behaviors, and climate for inclusion on individual- and group-level outcomes. Nishii is an expert on inclusion in organizations. in Organizational Psychology from the University of Maryland, and a B.A in economics from Wellesley College. Lisa Nishii joined the faculty of the Human Resource Studies department at the ILR School, Cornell University after receiving her Ph.D.
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