In this chapter, we bring together the literature on the effects of racial/ethnic diversity in countries, organizations, and teams with the literature on gender and leadership. First, we investigate how the effects of racial/ethnic diversity — that is, increases in perceived complexity, sense...

Racial/ethnic diversity within groups, organizations, and countries can have negative externalities if left unmitigated. Inequality and exclusion, downsides of the diversity within societies, have been shown to hinder overall productivity. This study posits and finds that the presence of a...

We propose that managers’ awareness of their own and others’ cultural assumptions (cultural metacognition) enables them to develop affect-based trust in their relationships with people from different cultures, enabling creative collaboration. Study 1, a multi-rater assessment of managerial...

Forty-four EMBA students were randomly assigned to negotiate in either a face-to-face condition or a voice-only condition in an integrative negotiation task— New Recruits (Neale, 1987). We found that candidates in the voice-only condition had less interest in future negotiations than...

The present research aims to explain within-gender differences in competitive bargaining performance by introducing an individual difference approach to the gender and negotiations literature. We propose that women in male-dominated fields who perceive their gender and professional roles as...