Do Workgroup Faultlines Help or Hurt? A Moderated Model of Faultlines, Team Identification, and Group Performance

  title={Do Workgroup Faultlines Help or Hurt? A Moderated Model of Faultlines, Team Identification, and Group Performance},
  author={Katerina Bezrukova and Karen A. Jehn and Elaine L. Zanutto and Sherry M. B. Thatcher},
  journal={Organ. Sci.},
In this study we examine a moderated model of group faultlines, team identification, and group performance outcomes. We extend research on faultlines by showing how different faultline bases (social category and information-based faultlines) may have differential effects on the performance of groups. In addition to faultline strength (the extent of demographic alignment across members within a group), we examine the distance between faultline-based subgroups (e.g., two members of age 20 are… 

Figures and Tables from this paper

On the Same Side of the Faultline: Inclusion in the Leader's Subgroup and Employee Performance

Extending theory on faultlines and subgroups, we argue that faultlines splitting a team into homogeneous subgroups can have different effects on team members' individual performance, depending on

Buffering Against the Detrimental Effects of Demographic Faultlines: The Curious Case of Intragroup Conflict in Small Work Groups

Group faultline literature suggests that subgroups impede group functioning. We propose that team conflict may buffer the detrimental effects of faultlines on group performance. We draw on social

Breaking Bad? The Effect of Faultline Strength and Distance on Relationship Conflict, and Performance in teams. A Conditional Process Model

Abstract Demographic faultlines (i.e., potential subgroup splits based on demographic attributes) have been argued to have effects over and above those of diversity. Yet, faultlines, much like

Reducing Faultlines in Geographically Dispersed Teams

Faultlines have the potential to significantly disrupt team performance due to the creation of intergroup bias. In geographically dispersed teams, given the combination of dispersed locations and

Fuse or Fracture? Threat as a Moderator of the Effects of Diversity Faultlines in Teams

The utility of the CEM for faultlines research is demonstrated, an important boundary condition of the effects of identity and information faultlines is identified, and the notion that threat is always “bad” for teams is challenged.

Diversity faultlines, shared objectives, and top management team performance

Faultline theory suggests that negative effects of team diversity are better understood by considering the influence of different dimensions of diversity in conjunction, rather than for each

Group power structure, inter-subgroup cross-dependency, and work group performance

In this paper, we examine group power structure and intragroup process with a focus on demographic faultline and subgroups. Specifically, we investigate the effects of group faultline, power

When beliefs are not enough: Examining the interaction of diversity faultlines, task motivation, and diversity beliefs on team performance

Diversity faultline strength – the extent to which diversity attributes within a group converge in such a way that they split a group into homogeneous subgroups – can decrease group performance.

Working Across Faultlines—Assessing Intersubgroup Communication in Teams

Communication between different subgroups is essential to group success, as different perspectives and knowledge need to be integrated. Especially when subgroups form due to faultlines, hypothetical



Group heterogeneity and faultlines: Comparing alignment and dispersion theories of group composition

This field study examines group diversity from two theoretical viewpoints: dispersion approach (heterogeneity) and alignment approach (faultlines). We argue that the alignment approach provides an

Cracks in Diversity Research: The Effects of Diversity Faultlines on Conflict and Performance

In this quasi-field study, we investigate the effects of diversity faultlines on the conflict experience, performance, and morale of 79 groups. This is one of the first studies to operationalize the

Interactions Within Groups and Subgroups: The Effects of Demographic Faultlines

We investigated the effects of intragroup and cross-subgroup communications in an experimental field study on demographic faultlines. The results indicated that faultlines explained more variance in

Diversity in Demographic Characteristics, Abilities and Personality Traits: Do Faultlines Affect Team Functioning?

This study examines the impact of faultlines within teams on cohesion and conflicts. Faultlines concern the attributes of several team members simultaneously and mirror the structure of diversity

Demographic Diversity and Faultlines: The Compositional DYnamics of Organizational Groups

In this article we address issues of diversity within organizational groups by discussing and summarizing previous approaches and by introducing a new variable—faultlines—which depends on the

Demographic Diversity, Conflict, and Work Group Outcomes: An Intervening Process Theory

Research has suggested that, within a work group, diversity with respect to members' demographic backgrounds can have a powerful effect on both turnover from the group and on the group's performance

From Fault Line to Group Fission: Understanding Membership Changes in Small Groups

The results of three experiments, one scenario study and two laboratory studies involving small task groups support the group fault line hypothesis and the authors discuss the implications of these findings for theory and research on membership changes in small groups.

A Healthy Divide: Subgroups as a Stimulus for Team Learning Behavior

This paper examines the relationship between subgroups and team learning behavior, defined as a cycle of experimentation, reflective communication, and codification. We develop the construct of