ISSN 1671-3710
CN 11-4766/R
主办:中国科学院心理研究所
出版:科学出版社

›› 2011, Vol. 19 ›› Issue (1): 73-84.

• 研究前沿 • Previous Articles     Next Articles

Self-verification and Interpersonal Congruence:A New Perspective on Value in Diversity

HAN Li-Feng;WANG Zhong-Ming   

  1. School of Management, Zhejiang University, Hangzhou 310000, China
  • Received:2010-06-02 Revised:1900-01-01 Online:2011-01-15 Published:2011-01-15
  • Contact: HAN Li-Feng

Abstract: Organization has become more and more diverse in the context of globalization, effective management of diversity in teams is increasingly critical for business success. Previous literature based on self-categorization theory have contended that members of diverse teams should embrace the superordinate identity of the group. In this article we advance a new perspective which is grounded in self-verification theory, to propose that the verification of personal self-views and social self-views of members in diverse teams promotes interpersonal congruence, fosters feelings of connectedness, and enhances decision quality and team effectiveness. When team members are organized into three types of subgroups—cliques, coalitions, and cohorts, different dynamics concerning self-verification processes will emerge, causing pertinent team leader orientation to be adopted to ensure the confirmation of team members’ self-views.

Key words: team diversity, group faultlines, self-verification, interpersonal congruence