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dc.contributor.authorZoogah, D.
dc.contributor.authorVora, D.
dc.contributor.authorRichard, O.
dc.contributor.authorPeng, Mike
dc.date.accessioned2017-03-15T22:16:43Z
dc.date.available2017-03-15T22:16:43Z
dc.date.created2017-02-26T19:31:42Z
dc.date.issued2011
dc.identifier.citationZoogah, D. and Vora, D. and Richard, O. and Peng, M. 2011. Strategic alliance team diversity, coordination, and effectiveness. International Journal of Human Resource Management. 22 (3): pp. 510-529.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/49892
dc.identifier.doi10.1080/09585192.2011.543629
dc.description.abstract

Drawing upon literatures on strategic alliances, teams, and diversity, we propose that strategic alliance team diversity warrants further examination. We suggest that strategic alliance team coordination moderates the relationship between strategic alliance team diversity and effectiveness. Specifically, we hypothesize that coordination strengthens the negative relationship between observable diversity characteristics of nationality and gender and team effectiveness. We also argue that coordination strengthens the positive relationship between nonobservable diversity characteristic of functional background and team effectiveness. Results from 109 team members, 44 team leaders, and 34 alliance executives involved with 44 strategic alliance teams in 15 firms partially support our hypotheses.

dc.publisherRoutledge
dc.titleStrategic alliance team diversity, coordination, and effectiveness
dc.typeJournal Article
dcterms.source.volume22
dcterms.source.number3
dcterms.source.startPage510
dcterms.source.endPage529
dcterms.source.issn0958-5192
dcterms.source.titleInternational Journal of Human Resource Management
curtin.departmentSchool of Management
curtin.accessStatusFulltext not available


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