Cross-Cultural

Group
Performance

Mitchell, R., Boyle, B., Nicholas, S.

2011. Cross-Cultural Group
Performance. The Learning
Organization, 18 (2), 94-101.

Introduction
Researches have shown that cultural diversion
offers a great opportunity as well as an enormous
challenge
Key concepts:
Cognitive heterogeneity Extent to which the team
reflects in knowledge
Open-mindedness norms Beliefs reflecting a willingness
to investigate and recognize the value of others
knowledge and objectives
Debate A discussion involving opposing points; an
argument
Mitchell, R., Boyle, B., Nicholas, S. 2011.
Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Research questions
What is the mechanism through which culturally
diverse teams impact group performance?
What is the impact of cultural diversity on
knowledge creation?
What is the link between debating and knowledge
creation?

Mitchell, R., Boyle, B., Nicholas, S. 2011.

Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Group composition impact on

knowledge creation

Cultural
diversity

Cognitive
Heterogene
ity

Debate

Mitchell, R., Boyle, B., Nicholas, S. 2011.

Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Knowledge
creation

What was previously

known?
More diverse teams have a greater range
of perspective (van Knippenberg 2004)
Negative relationship between team
heterogeneity and innovation (Webber
and Donahue 2001)
The cultural context of the learner is vital to
their perspective (Hofstede 1980)
Debate for the actions are more likely to arise
in diverse groups (Forbes and Milliken 1999)

Mitchell, R., Boyle, B., Nicholas, S. 2011.

Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Methods used

Quantitative research
Survey to 550 individuals
Response rate 18%
98 teams
Likert scale
Informant sampling approach

Mitchell, R., Boyle, B., Nicholas, S. 2011.

Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Measures

Cognitive heterogeneity
Cultural diversity
Debate
Knowledge creation
Control variables

Mitchell, R., Boyle, B., Nicholas, S. 2011.

Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Results
Relation between
cultural diversity and
cognitive heterogeneity
Relation between
cognitive heterogeneity
and debate
Cognitive heterogeneity
in the relationship
between cultural
diversity and debate

Link between debate

and knowledge creation
Debate in the
relationship between
cognitive heterogeneity
and knowledge creation
Cultural Diversity on
knowledge creation
through cultural
heterogeneity and
cognitive heterogeneity

Mitchell, R., Boyle, B., Nicholas, S. 2011.

Cross-Cultural Group Performance. The
Learning Organization, 18 (2), 94-101.

Conclusion
Study has many limitations
Link between cultural diversity and
cognitive heterogeneity
Positive impact of diversity on team
outcome
Debate operates as a second-stage
mediator
Performance in complex tasks
consequentMitchell,
with
ability
R., Boyle,
B., Nicholas, S.to
2011. create new
Cross-Cultural Group Performance. The
knowledge Learning Organization, 18 (2), 94-101.

References
Van Knippenberg, D., De Dreu, C. K. W., Homan, A. C. 2004. Work
Group Diversity and Group Performance: An Integrative Model
and Research Agenda. Journal of Applied Psychology, 89 (6),
1008-1022.
Webber, S.S., Donahue, L.M. 2001. Impact of highly and less jobrelated diversity on work group cohesion and performance: a
meta-analysis. Journal of Management, 27 (2), 141.
Hofstede, G. 1980. Cultures Consequences: International
Differences in Work-related Values B2 Cultures Consequences:
International Differences in Work-related Values. Beverly Hills, CA
and London: Sage.
Forbes, D.P., Milliken, F.J. 1999, Cognition and corporate
governance: understanding boards of directors as strategic
decision-making groups. Academy of Management Review, 24
(3), 489-505.
Mitchell, R., Boyle, B., Nicholas, S.
2011. Cross-Cultural Group
Performance. The Learning