The complex relationships between demography, conflict, and identity

The dissertation proposes a theoretical model of relationships existing between demography, conflict, and identity. Relationships between demographic differences and conflict have been well-documented. As globalization and other forces draw diverse individuals into the workplace, learning to successfully manage, if not leverage, demography, conflict, and identity will become increasingly important to organizations, and a source of competitive advantage.; Three model features represent extensions of existing organizational demography-conflict models. Consistent with recent calls for researchers to explore the organizational demography “black box,” the construct experienced similarity is proposed as a variable mediating relationships between demographic difference variables and conflict. Second, the effects of identity, specifically the importance of demographic identities and work-related identity congruence (termed relational identity) are incorporated into the model as moderators of the previous relationships. Identity and related terms are defined, and an argument is presented that workplace changes have rendered work less able to provide identity for individuals. Relational identity is conceptualized in terms of values, potentialities (goals), and identification with work group and organization. Last, affective events theory is offered as a theoretical foundation for the effects of conflict on experienced similarity.; The model was tested using data collected at two points in time during a field study of a large transportation company. Core model propositions involving experienced similarity, conflict, and identity were tested also using quantitative and qualitative laboratory data. The source of these data was 268 individuals participating in a negotiation exercise conducted as part of an introductory negotiation class. Field data indicate weak relationships between demographic differences and experienced similarity, but robust relationships involving experienced similarity, and task and relationship conflict. Moreover, both conflict types were found to mediate experienced similarity relationships between time 1 and time 2. Relational identity had strong main effects on task conflict, especially at the work group level. Quantitative lab data found mixed results for similarity-conflict relationships and limited indication of a similarity-identity interaction effect on conflict. Qualitative data suggest that “identity salient” participants were more engaged in the exercise, with both beneficial and detrimental consequences. Recommendations are offered for researchers and practitioners.