earticle

영어

An alternative method used in team diversity studies is to examine demographic faultlines. Demographic faultlines enables us to better understand team dynamics with multidimensional diversity. This study suggests the demographic faultline, which should be considered as a new situational factor. Subgroups divided by demographic faultline are homogeneous within them, but heterogeneous between them. This homogeneity leads to intimacy but, heterogeneity may bring out exclusiveness. We argue that a leader can play an important role as a bridge between subgroups in order to activate positive aspects of the subgroups. We define the situation that a team has a strong faultline and then hypothesize the effect of team leader's teamwork behaviors on climate that supports innovation, is stronger for teams with strong faultline than with weak faultline. To test moderating effect of demographic faultline, we calculate group faultlines with three demographic attributes (gender, age, and specialty) from 81 teams. Our results show that team leader's teamwork behaviors contribute to climate that supports innovation. And these influences are more effective under situations of strong faultline teams than weak faultline teams.