infonet-economy

The present study extends knowledge of the performance consequences of work group diversity climate. Building upon Kopelman, Brief, and Guzzo's (1990) climate model of productivity, we introduced work group discrimination as a behavioral mediator that explains the positive performance effects of diversity climate on group performance. In addition, we investigated group size as moderator upon which this mediated relationship depended. These moderated-mediated propositions were tested using a split-sample design and data from 248 military work units comprising 8,707 respondents. Findings from structural equation modeling revealed that work group diversity climate was consistently positively related to group performance and that this relationship was mediated by work group discrimination. Results yielded a pattern of moderated mediation, in that the indirect relationship between work group diversity climate (through perceptions of work group discrimination) and group performance was more pronounced in larger than in smaller groups. The results illustrate that work group discrimination and group size represent key factors in determining how a work group diversity climate is associated with group performance and, thus, have significant implications for research and practice.