A Multi-Level Framework of Inclusive Leadership in Organizations

Adams J. S. (1963). Toward and understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 4220436. https://doi.org/10.1037/h0040968

Arthur M. M. (2003). Share price reactions to work-family initiatives: An institutional perspective. Academy of Management Journal, 46(4), 497–505. https://doi.org/10.5465/30040641

Avolio B. J. Gardner W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16, 315–338.

Boal K. B. Hooijberg R. H. (2000). Strategic leadership research: Moving on. The Leadership Quarterly, 11(4), 515–549. https://doi.org/10.1016/s1048-9843(00)00057-6

Brewer M. B. (1991). The social self: On being the same and different at the same time. Personality & Social Psychology Bulletin, 17(5), 475–482. https://doi.org/10.1177/0146167291175001

Briscoe F. Kellogg K. C. (2011). The initial assignment effect: Local employer practices and positive career outcomes for work-family program users. American Sociological Review, 76(2), 291–319. https://doi.org/10.1177/0003122411401250

Bromley P. Powell W. W. (2012). From smoke and mirrors to walking the talk: Decoupling in the contemporary world. The Academy of Management Annals, 6(1), 483–530. https://doi.org/10.5465/19416520.2012.684462

Buchanan N. T. Settles I. H. (2019). Managing (in)visibility and hypervisibility in the workplace. Journal of Vocational Behavior, 113, 1–5. https://doi.org/10.1016/j.jvb.2018.11.001

Butts M. M. Casper W. J. Yang T. S. (2012). How important are work-family support policies? A meta-analytic investigation of their effects on employee outcomes. Journal of Applied Psychology, 98(1), 1–25. https://doi.org/10.1037/a0030389

Carmeli A. Brueller D. Dutton J. E. (2009). Learning behaviours in the workplace: The role of high-quality interpersonal relationships and psychological safety. Systems Research and Behavioral Science, 26(1), 81–98. https://doi.org/10.1002/sres.932

Carmeli A. Reiter-Palmon R. Ziv E. (2010). Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety. Creativity Research Journal, 22(3), 250–260. https://doi.org/10.1080/10400419.2010.504654

Castilla E. J. Benard S. (2010). The paradox of meritocracy in organizations. Administrative Science Quarterly(55), 543–576. https://doi.org/10.2189/asqu.2010.55.4.543

Cha S. E. Hewlin P. F. Roberts L. M. Buckman B. R. Leroy H. Steckler E. L. Ostermeier K. Cooper D. (2019). Being your true self at work: Integrating the fragmented research on authenticity in organizations. Academy of Management Annals, 13(2), 633–671. https://doi.org/10.5465/annals.2016.0108

Chatman J. A. Polzer J. T. Barsade S. G. Neale M. A. (1998). Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes. Administrative Science Quarterly, 43(4), 749–780. https://doi.org/10.2307/2393615

Chrobot-Mason D. Aramovich N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group & Organization Management, 38(6), 659–689. https://doi.org/10.1177/1059601113509835

Chrobot-Mason D. Ruderman M. Nishii L. H. (2013). Leadership in a diverse workplace. In Roberson Q. (Ed.), Oxford Handbook of Diversity and Work. Oxford University Press.

Clair J. A. Beatty J. MacLean T. (2005). Out of sight but not out of mind: Managing invisible social identities in the workplace. Academy of Management Review, 30(1), 78–95. https://doi.org/10.5465/amr.2005.15281431

Cox T. H. (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Barrett-Koehler.

Cuddy A. J. C. Fiske S. T. Glick P. (2007). The BIAS map: Behaviors from intergroup affect and stereotypes. Journal of Personality and Social Psychology, 92(4), 631–648. https://doi.org/10.1037/0022-3514.92.4.631

Cuddy A. J. C. Fiske S. T. Kwan V. S. Y. Glick P. Demoulin S. Leyens J.-P. Ziegler R. (2009). Stereotype content model across cultures: Towards universal similarities and some differences. The British Journal of Social Psychology, 48(1), 1–33. https://doi.org/10.1348/014466608x314935

Cuddy A. J. Glick P. Beninger A. (2011). The dynamics of warmth and competence judgments, and their outcomes in organizations. Research in Organizational Behavior, 31, 73–98. https://doi.org/10.1016/j.riob.2011.10.004

Cuddy A. J. Wilmuth C. A. Carney D. R. (2012). The benefit of power posing before a high-stakes social evaluation. Harvard Business School working paper series# 13-027 .

DeChurch L. A. Marks M. A. (2006). Leadership in multiteam systems. Journal of Applied Psychology, 91(2), 311–329. https://doi.org/10.1111/1467-8721.00118

Deci E. L. Ryan R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/s15327965pli1104_01

DeRue D. S. (2011). Adaptive leadership theory: Leading and following as a complex adaptive process. Research in Organizational Behavior, 31, 125–150. https://doi.org/10.1016/j.riob.2011.09.007

Detert J. R. Burris E. R. (2007). Leadership behavior and employee voice: Is the door really open? Academy of Management Journal, 50(4), 869–884. https://doi.org/10.5465/amj.2007.26279183

Dienesch R. M. Liden R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618–634. https://doi.org/10.5465/amr.1986.4306242

DiTomaso N. Hooijberg R. (1996). Diversity and the demands of leadership. Leadership Quarterly, 7(2), 163–187. https://doi.org/10.1016/s1048-9843(96)90039-9

Dutton J. E. Heaphy E. D. (2003). The power of high-quality connections. In Cameron K. Dutton J. (eds), Positive Organizational Scholarship: Foundations of a New Discipline (pp. 262–278). Berrett-Koehler Publishers.

Dwertmann D. Nishii L.H. van Knippenberg D. (2016). Diversity climate: Synthesizing a diverse field. Journal of Management, 42(5), 1136–1168. https://doi.org/10.1177/0149206316630380

Eagly A. Karau S. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598. https://doi.org/10.1037/0033-295x.109.3.573

Earley C. P. Mosakowski E. (2000). Creating hybrid team cultures: An empirical test of transnational team functioning. Academy of Management Journal, 43(1), 26–49. https://doi.org/10.5465/1556384

Elsass P. M. Graves L. M. (1997). Demographic diversity in decision making groups: The experiences of women and people of color. Academy of Management Review, 22(4), 946–973. https://doi.org/10.5465/amr.1997.9711022111

Ely R. J. Padavic I. Thomas D. A. (2012). Racial diversity, racial asymmetries, and team learning environment: Effects on performance. Organization Studies, 33(3), 341–362. https://doi.org/10.1177/0170840611435597

Ensari N. K. Miller N. (2006). The application of the personalization model in diversity management. Group Processes & Intergroup Relations, 9(4), 589–607. https://doi.org/10.1177/1368430206067679

Ferdman B. M. (2014). The practice of inclusion in diverse organizations: Toward a systemic and inclusive framework. In Ferdman B.M. Deane B. (eds), Diversity at work: The practice of inclusion (pp. 3–54). Jossey-Bass.

Ferdman B. M. Davidson M. N. (2004). A matter of difference—Some learning about inclusion: Continuing the dialogue. Industrial-Organizational Psychologist, 41(4), 31–37.

Festinger L. (1954). A theory of social comparison processes. Human Relations, 7(2), 117–140. https://doi.org/10.1177/001872675400700202

Fiske S. T. (2012). Managing ambivalent prejudices: smart-but-cold and warm-but-dumb stereotypes. The Annals of the American Academy of Political and Social Science, 639(1), 33–48. https://doi.org/10.1177/0002716211418444

Fiske S. Neuberg S. (1990). A continuum of impression formation, from category-based to individuating processes: Influences of information and motivation on attention and interpretation. Advances in Experimental Social Psychology, 23, 1–74.

Gelfand M. J. Nishii L. Raver L. Schneider B. (2005). Discrimination in organizations: An organizational-level systems perspective. In Dipboye R. Collella A. (eds), Discrimination at work: The psychological and organizational bases. Frontiers Series: Lawrence Erlbaum Associates.

Gomez C. Rosen B. (2001). The leader–member exchange as a link between managerial trust and employee empowerment. Group and Organization Management, 26(1), 53–69. https://doi.org/10.1177/1059601101261004

Gonzalez R. Brown R. (2006). Dual identities in intergroup contact: Group status and size moderate the generalization of positive attitude change. Journal of Experimental Social Psychology, 42(6), 753–767. https://doi.org/10.1016/j.jesp.2005.11.008

Graen G. B. Uhl-Bien M. (1995). Relationship-based approach to leadership: Development of leader–member exchange (LMX) theory of leadership over 25 years. Applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219–247. https://doi.org/10.1016/1048-9843(95)90036-5

Green T. K. Kalev A. (2008). Discrimination-reducing measures at the relational level. Hastings Law Journal, 59, 1435–1461.

Gruenfeld D. H. Mannix E. A. Williams K. Y. Neale M. A. (1996). Group composition and decision making: How member familiarity and information distribution affect process and performance. Organizational Behavior and Human Decision Processes, 67(1), 1–15. https://doi.org/10.1006/obhd.1996.0061

Hackman J. R. Wageman R. (2005). A theory of team coaching. The Academy of Management Review, 30(2), 269–287. https://doi.org/10.5465/amr.2005.16387885

Hambrick D. Mason P. (1984). Upper echelons: The organization as a reflection of its top managers. Academy of Management Review, 9(2), 193–206. https://doi.org/10.5465/amr.1984.4277628

Hammer L. B. Neal M. B. Newsom J. T. Brockwood K. J. Colton C. L. (2005). A longitudinal study of the effects of dual-earner couples’ utilization of family-friendly workplace supports on work and family outcomes. The Journal of Applied Psychology, 90(4), 799–810. https://doi.org/10.1037/0021-9010.90.4.799

Harrison D. A. Price K. H. Bell M. P. (1998). Beyond relational demography: Time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41(1), 96–107. https://doi.org/10.5465/256901

Harrison D. A. Price K. H. Gavin J. H. Florey A. T. (2002). Time, teams, and task performance: Changing effects of surface- and deep level diversity on group functioning. Academy of Management Journal, 4(5), 1029–1045. https://doi.org/10.5465/3069328

Heilman M. E. (2001). Description and prescription: How gender stereotypes prevent women’s ascent up the organizational ladder. Journal of Social Issues, 57(4), 657–674. https://doi.org/10.1111/0022-4537.00234

Heilman M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, 113–135. https://doi.org/10.1016/j.riob.2012.11.003

Heilman M. E. Wallen A. (2010). Wimpy and undeserving of respect: Penalties for men’s gender inconsistent success. Journal of Experimental Social Psychology, 46(4), 664–667. https://doi.org/10.1016/j.jesp.2010.01.008

Hewlin P. F. (2009). Wearing the cloak: Antecedents and consequences of creating facades of conformity. Journal of Applied Psychology, 94(3), 727–741. https://doi.org/10.1037/a0015228

Hewstone M. (1990). The “ultimate attribution error”? A review of the literature on intergroup causal attributions. European Journal of Social Psychology, 20(4), 311–355. https://doi.org/10.1002/ejsp.2420200404

Holvino E. H. Ferdman B. M. Merrill-Sands D. (2004). Creating and sustaining diversity and inclusion in organizations: Strategies and approaches. In Stockdale M. S. Cosby F. J. (eds), The psychology and management of workplace diversity (pp. 245–276). Malden, MA: Blackwell.

Homan A. C. Gündemir S. Buengeler C. van Kleef G. A. (2020). Leading diversity: Towards a theory of functional leadership in diverse teams. Journal of Applied Psychology, 105(10), 1101–1128. https://doi.org/10.1037/apl0000482

Huo Y. (2003). Procedural justice and social regulation across group boundaries: Does subgroup identification undermine relationship-based governance? Personality & Social Psychology Bulletin, 29(3), 336–348. https://doi.org/10.1177/0146167202250222

Joshi A. Roh H. (2009). The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52(3), 599–627. https://doi.org/10.5465/amj.2009.41331491

Kahn W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287

Kalev A. (2014). How you downsize is who you downsize: Biased formalization, accountability, and managerial diversity. American Sociological Review, 79(1), 109–135. https://doi.org/10.1086/597175

Keenan E. M. Mostert K. (2013). Perceived organisational support for strengths use: The factorial validity and reliability of a new scale in the banking industry. South African Journal of Industrial Psychology, 39, 1–12. https://doi.org/10.4102/sajip.v39i1.1052

Kossek E. E. Pichler S. Bodner T. Hammer L. B. (2011). Workplace social support and work-family conflict: A meta-analysis clarifying the influence of general and work-family-specific supervisor and organizational support. Personnel Psychology, 64(2), 289–313. https://doi.org/10.1111/j.1744-6570.2011.01211.x

Kozlowski S. W. J. Bell B. S. (2013). Work groups and teams in organizations. In Schmitt N. W. Highhouse S. Weiner I. B. (eds), Handbook of psychology: Industrial and organizational psychology (pp. 412–469). John Wiley & Sons.

Larkey L. K. (1996). Toward a theory of communicative interactions in culturally diverse workgroups. Academy of Management Review, 21(2), 463–491. https://doi.org/10.5465/amr.1996.9605060219

Larson J. R. Jr. Sargis E. G. Bauman C. W. (2004). Shared knowledge and subgroup influence during decision-making discussions. Journal of Behavioral Decision Making, 17(4), 245–262. https://doi.org/10.1002/bdm.462

Lau D. Murnighan J. K. (1998). Demographic diversity and faultlines: The compositional dynamics of organizational groups. Academy of Management Review, 23(2), 325–340. https://doi.org/10.5465/amr.1998.533229

Lerner J. S. Tetlock P. E. (1999). Accounting for the effects of accountability. Psychological Bulletin, 125(2), 255–275. https://doi.org/10.1037/0033-2909.125.2.255

Leroy H. Anseel F. Gardner W. L. Sels L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance. Journal of Management, 41(6), 1677–1697.

Liden R. C. Erdogan B. Wayne S. J. Sparrowe R. T. (2006). Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, 27(6), 723–746. https://doi.org/10.1002/job.409

Locke E. A. Latham G. P. (1990). A theory of goal setting & task performance. Prentice-Hall.

Lord R. G. Hall R. J. (2005). Identity, deep structure and the development of leadership skill. The Leadership Quarterly, 16(4), 591–615. https://doi.org/10.1016/j.leaqua.2005.06.003

Lord R. G. Day D. V. Zaccaro S. J. Avolio B. J. Eagly A. H. (2017). Leadership in applied psychology: Three waves of theory and research. Journal of Applied Psychology, 102(3), 434–451. https://doi.org/10.1037/apl0000089

Mannix E. Neale M. A. (2005). What differences make a difference? Psychological Science in the Public Interest, 6(2), 31–55. https://doi.org/10.1111/j.1529-1006.2005.00022.x

Marks M. A. Mathieu J. E. Zaccaro S. J. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review, 26(3), 356–376. https://doi.org/10.5465/amr.2001.4845785

Mathieu J. E. Rapp T. L. (2009). Laying the foundation for successful team performance trajectories: The roles of team charters and performance strategies. Journal of Applied Psychology, 94(1), 90–103. https://doi.org/10.1037/a0013257

McClane W. E. (1991). Implications of member role differentiation: Analysis of a key concept in the LMX model of leadership. Group and Organization Studies, 16(1), 102–113. https://doi.org/10.1177/105960119101600107

McCluney C. L. Rabelo V. C. (2019). Conditions of visibility: An intersectional examination of Black women’s belongingness and distinctiveness at work. Journal of Vocational Behavior, 113, 143–152. https://doi.org/10.1016/j.jvb.2018.09.008

McCormick D. W. (1999). Listening with empathy: Taking the other person’s perspective. In Cooke A. Craig A. Greig B. Brazzel M. (eds), Reading book for human relations training (pp. 57–60). Arlington, VA: NTL Institute.

McGregor D. (1944). Conditions of effective leadership in the industrial organization. Journal of Consulting Psychology, 8(2), 55–63. https://doi.org/10.1037/h0056439

Mohr R. I. Purdie-Vaughns V. (2015). Diversity within women of color: Why experiences change felt stigma. Sex Roles, 73(9), 391–398. https://doi.org/10.1007/s11199-015-0511-z

Mor Barak M. E . (2005). Managing diversity towards a globally inclusive workplace. Thousand Oaks, CA: Sage.

Mor Barak M. E . (2015). Inclusion is the key to diversity management, but what is inclusion? Human Service Organizations: Management, Leadership and Governance, 39(2), 83–88. https://doi.org/10.1080/23303131.2015.1035599

Mor Barak M. E. (2017). Managing diversity towards a globally inclusive workplace. Sage.

Mor Barak M. E. Cherin D. A. (1998). A tool to expand organizational understanding of workforce diversity: Exploring a measure of inclusion-exclusion. Administration in Social Work, 22(1), 47–64. https://doi.org/10.1300/j147v22n01_04

Mor Barak M. E. Daya P. (2014). Fostering inclusion from the inside out to create an inclusive workplace: Corporate and organizational efforts in the community and the global society. In Ferdman B. M. Deane B. R. (eds), Diversity at work: The practice of inclusion (pp. 391–412). San Francisco, CA: Jossey-Bass.

Morgeson F. P. DeRue D. S. Karam E. P. (2010). Leadership in teams: A functional approach to understanding leadership structures and processes. Journal of Management, 36(1), 5–39. https://doi.org/10.1177/0149206309347376

Mugny G. Papastamou S. (1980). When rigidity does not fail: Individualization and psychologization as resistances to the diffusion of minority innovations. European Journal of Social Psychology, 10(1), 43–61. https://doi.org/10.1002/ejsp.2420100104

Nembhard I. M. Edmondson A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior, 27(7), 942–966. https://doi.org/10.1002/job.413

Nemeth C. J . (1986). Differential contributions of majority and minority influence. Psychological Review, 93(1), 23–32. https://doi.org/10.1037/0033-295x.93.1.23

Nickerson R. (1998). Confirmation bias: A ubiquitous phenomenon in many guises. Review of General Psychology, 2(2), 175–220. https://doi.org/10.1037/1089-2680.2.2.175

Nishii L. H. (2013). The benefits of climate for inclusion for gender diverse groups. Academy of Management Journal, 56(6), 1754–1774. https://doi.org/10.5465/amj.2009.0823

Nishii L. H. Khattab J. Shemla M. Paluch R. M. (2018). A multi-level process model for understanding diversity practice effectiveness. Academy of Management Annals, 12(1), 37–82. https://doi.org/10.5465/annals.2016.0044

Nishii L. H. Leroy H. L. (2021). Inclusive leadership: Leaders as architects of inclusive workgroup climates. In Ferdman B. M. Prime J. Riggio R. E. (eds), Inclusive leadership: Transforming diverse lives, workplaces, and societies (pp. 162–178). Routledge/Taylor & Francis Group.

Nishii L. H. Mayer D. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to performance relationship. Journal of Applied Psychology, 94(6), 1412–1426. https://doi.org/10.1037/a0017190

Nishii K. H. McAlpine K. M. (2018). A social networks lens to understanding the relationship between inclusive workgroup climates and group outcomes. Chicago, IL: Paper presented at the annual conference of the Academy of Management.

Nishii L. H. Paluch R. (2018). Leaders as HR sensegivers: Four HR implementation behaviors that create strong HR systems. Human Resource Management Review, 28(3), 319–323. https://doi.org/10.1016/j.hrmr.2018.02.007

O’Reilly C. A. Caldwell D. F. Barnett W. P. (1989). Work group demography, social integration, and turnover. Administrative Science Quarterly, 34(1), 21–37. https://doi.org/10.2307/2392984

Pelled L. H. Ledrod G. E. Jr. Mohrman S. A. (1999). Demographic dissimilarity and workplace inclusion. Journal of Management Studies, 36(7), 1013–1031. https://doi.org/10.1111/1467-6486.00168

Petriglieri G. Petriglieri J. L. (2010). Identity workspaces: The case of business schools. Academy of Management Learning & Education, 9(1), 44–60. https://doi.org/10.5465/amle.2010.48661190

Petriglieri G. Wood J. D. Petriglieri J. L. (2011). Up close and personal: Building foundations for leaders’ development through the personalization of management learning. Academy of Management Learning & Education, 10(3), 430–450. https://doi.org/10.5465/amle.2010.0032

Pettigrew T. F. (1979). The ultimate attribution error: Extending Allport’s cognitive analysis of prejudice. Personality & Social Psychology Bulletin, 5(4), 461–476. https://doi.org/10.1177/014616727900500407

Piaget J. (1971). The theory of stages in cognitive development. In Green D. R. Ford M. P. Flamer G. B. (eds), Measurement and Piaget (pp. 1–11). New York: McGraw-Hill.

Piaget J. (1975). The equilibration of cognitive structures: The central problem of intellectual development. Chicago: University of Chicago Press.

Ragins B. R. Cornwell J. M. (2001). Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees. The Journal of Applied Psychology, 86(6), 1244–1261. https://doi.org/10.1037/0021-9010.86.6.1244

Randel A. E. Galvin B. M. Shore L. M. Ehrhart K. H. Chung B. G. Dean M. A. Kedharnath U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190–203. https://doi.org/10.1016/j.hrmr.2017.07.002

Ray C. Maltarich M. A. Nyberg A. J. Human capital resources emergence: The role of social capital. In Press. Academy of Management Review.

Ridgeway C. L. (1991). The social construction of status value: Gender and other nominal characteristics. Social Forces, 70(2), 367–386. https://doi.org/10.2307/2580244

Ridgeway C. L. Correll S. J. (2006). Consensus and the creation of status beliefs. Social Forces, 85(1), 431–453. https://doi.org/10.1353/sof.2006.0139

Roberson Q. Perry J. L. Inclusive leadership in thought and action: A thematic analysis. this issue. Group and Organization Management.

Roberts L. M. (2005). Changing faces: Professional image construction in diverse organizational settings. Academy of Management Review, 30(4), 685–711. https://doi.org/10.5465/amr.2005.18378873

Rosenbaum M. E. (1986). The repulsion hypothesis: On the nondevelopment of relationships. Journal of Personality and Social Psychology, 51(6), 1156–1166. https://doi.org/10.1037/0022-3514.51.6.1156

Rosette A. S. Leonardelli G. J. Phillips K. W. (2008). The White standard: Racial bias in leader categorization. Journal of Applied Psychology, 93(4), 758–777. https://doi.org/10.1037/0021-9010.93.4.758

Routenberg R. Thompson E. Waterberg R. (2013). When neutrality is not enough: Wrestling with the challenges of multipartiality. In Landreman L. M. (Ed.), Reflections from social justice educators (pp. 116–129). Sterling, VA: Stylus Publishing.

Rudman L. A. (1998). Self-promotion as a risk factor for women: The costs and benefits of counterstereotypical impression management. Journal of Personality and Social Psychology, 74(3), 629–645. https://doi.org/10.1037/0022-3514.74.3.629

Ryan R.M. (1995). Psychological needs and the facilitation of integrative processes. Journal of Personality, 63, 3978–427.

Ryan R.M. Deci E.L. Grolnick W.S. (1995). Autonomy, relatedness, and the self: Their relation to development and psychopathology. In D. Cicchetti & D.J. Cohen (Eds.), Developmental psychopathology: Theory and methods (pp.618–655). New York: Wiley.

Salas E. Fiore S. M. (2004). Team cognition: Understanding the factors that drive process and performance. Washington DC: APA.

Scandura T. A. (1999). Rethinking leader–member exchange: An organizational justice perspective. Leadership Quarterly, 10, 25–40.

Scholten L. van Knippenberg D. Nijstad B. A. De Dreu C. K. W. (2007). Motivated information processing and group decision making: Effects of process accountability on information sharing and decision quality. Journal of Experimental Social Psychology, 43(4), 539–552. https://doi.org/10.1016/j.jesp.2006.05.010

Schyns B. Paul T. Mohr G. Blank H. (2005). Comparing antecedents and consequences of leader–member exchange in a German working context to findings in the U.S. European Journal of Work and Organizational Psychology , 14, 1–22. https://doi.org/10.1080/13594320444000191

Settles I. H. Buchanan N. T. Dotson K. (2019). Scrutinized but not recognized: (in)visibility and hypervisibility experiences of faculty of color. Journal of Vocational Behavior, 113, 62–74. https://doi.org/10.1016/j.jvb.2018.06.003

Shore L. M. Randel A. E. Chung B. G. Dean M. A. Ehrhart K. Singh G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262–1289. https://doi.org/10.1177/0149206310385943

Simons T. Leroy H. Nishii L. (2022). Revisiting Behavioral Integrity: Progress and new directions after 20 years. Annual Review of Organizational Psychology and Organizational Behavior, 9, 365–389.

Singh B. Winkel D. E. Selvarajan T. T. (2013). Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? Journal of Occupational and Organizational Psychology, 86(2), 242–263. https://doi.org/10.1111/joop.12015

Sivunen A. (2006). Strengthening identification with the team in virtual teams: The leaders' perspective. Group Decision and Negotiation, 15(4), 345–366. https://doi.org/10.1007/s10726-006-9046-6

Spreitzer G. Sutcliffe K. Dutton J. Sonenshein S. Grant A. M. (2005). A socially embedded model of thriving at work. Organization Science, 16(5), 537–549. https://doi.org/10.1287/orsc.1050.0153

Stasser G. Stewart D. (1992). Discovery of hidden profiles by decision-making groups: Solving a problem versus making a judgment. Journal of Personality and Social Psychology, 63(3), 426–434. https://doi.org/10.1037/0022-3514.63.3.426

Sternberg R. J. (1985). Implicit theories of intelligence, creativity, and wisdom. Journal of Personality and Social Psychology, 49(3), 607–627. https://doi.org/10.1037/0022-3514.49.3.607

Stroh D. P. (2015). Systems thinking for social change: A practical guide to solving complex problems, avoiding unintended consequences, and achieving lasting results. White River Junction, VT: Chelsea Green Publishing.

Sue D. W. (Ed.) (2010). Microaggressions and marginality: Manifestation, dynamics, and impact. John Wiley & Sons.

Thomas-Hunt M. C. Ogden T. Y. Neale M. A. (2003). Who's really sharing? Effects of social and expert status on knowledge exchange within groups. Management Science, 49(4), 464–477. https://doi.org/10.1287/mnsc.49.4.464.14425

Tsui A. S. Egan T. O’Reilly C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37(4), 549–579. https://doi.org/10.2307/2393472

Turner J. C. (1985). Social categorization and the self-concept: A social cognitive theory of group behavior. In Berkowitz L.L. (Ed.), Advances in group processes (pp. 77–121). Greenwich, CT: JAI Press.

Tyler T. R. Lind E. A. (1992). A relational model of authority in groups. In Zanna M. P. (Ed.), Advances in experimental social psychology (25, pp. 115–191). Academic Press.

Van den Broeck A. Ferris D. L. Chang C.-H. Rosen C. C. (2016). A review of self-determination theory’s basic psychological needs at work. Journal of Management, 42(5), 1195–1229. https://doi.org/10.1177/0149206316632058

Van Der Vegt G. S. Bunderson J. S. (2005). Learning and performance in multidisciplinary teams: The importance of collective team identification. Academy of Management Journal, 48(3), 532–547. https://doi.org/10.5465/amj.2005.17407918

Van Dijk H. Meyer B. van Engen M. Loyd D. L. (2017). Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures. Academy of Management Annals, 11(1), 517–557. https://doi.org/10.5465/annals.2014.0046

Van Knippenberg D. Haslam S. A. Platow M. J. (2007). Unity through diversity: Value-in-diversity beliefs, work group diversity, and group identification. Group Dynamics: Theory, Research, and Practice, 11(3), 207–222. https://doi.org/10.1037/1089-2699.11.3.207

Van Knippenberg D. Nishii L. H. Dwertmann D. (2020). Synergy from diversity: Managing the performance benefits of diversity. Behavioral Science and Policy, 6(1), 75–92. https://doi.org/10.1353/bsp.2020.0007

Van Knippenberg D. Schippers M. C. (2007). Work group diversity. Annual Review of Psychology, 58(1), 515–541. https://doi.org/10.1146/annurev.psych.58.110405.085546

van Knippenberg D. Sitkin S. B. (2013). A critical assessment of charismatic-transformational leadership research: Back to the drawing board? Academy of Management Annals, 7, 1–60. https://doi.org/10.5465/19416520.2013.759433

Van Woerkom M. Bakker A. B. Nishii L. H. (2016). Accumulative job demands and support for strengths use: Fine-tuning the JD-R model using COR theory. Journal of Applied Psychology, 101(1), 141–150. https://doi.org/10.1037/apl0000033

Wenger E. (2000). Key to knowledge strategy. Knowledge and communities (pp. 3–21). Woburn: Butterworth-Heinemann.

Williams K. Y. O’Reilly C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77–140.

Wittenbaum G. M. Hubbell A. P. Zuckerman C. (1999). Mutual enhancement: Toward an understanding of the collective preference for shared information. Journal of Personality and Social Psychology, 77(5), 967–978. https://doi.org/10.1037/0022-3514.77.5.967

Wood R. Bandura A. (1989). Social cognitive theory of organizational management. Academy of Management Review, 14(3), 361–384. https://doi.org/10.5465/amr.1989.4279067

Wood A. M. Linley P. A. Maltby J. Kashdan T. B. Hurling R. (2011). Using personal and psychological strengths leads to increases in well-being over time: A longitudinal study and the development of the strengths use questionnaire. Personality and Individual Differences, 50(1), 15–19. https://doi.org/10.1016/j.paid.2010.08.004