How diversity contributes to academic research teams performance

Abstract

The objective of this paper is to analyse how the job‐related diversity in academic research teams influences their scientific performance. To achieve that objective, an empirical study of a university's research teams was carried out during the years 2006–2009. The results reflect a non‐significant effect of functional diversity on research teams' performance, whereas status diversity affects in a positive and significant way. However, educational diversity has a significant negative impact when a certain threshold is exceeded. The effect of institutional diversity presents an inverted U‐shaped relation with the number of published articles by the research teams. The results reveal that the relationship between diversity and research performance may not be a simple and direct one because its effect could depend on the organisational context and the type of diversity attributes.

The association of thinking styles with research agendas among academics in the social sciences

“…This means that some academics with specific thinking styles are likely to be at a disadvantage in the current academic environment, and also that some research agendas associated with these thinking styles may not reach the potential that they could possibly achieve, with potential detrimental consequences for knowledge advancement. In a world characterised by a multitude of complex challenges, a diverse body of academics involved in research may achieve better results than one that is more homogeneous, and in this the role of organisational policies and incentives is key (Saá‐Pérez, Díaz‐Díaz, Aguiar‐Díaz, & Ballesteros‐Rodríguez, ).…”

Virtual conferences raise standards for accessibility and interactions

“…Online conferences have allowed much higher levels of participation of researchers from all scientific sectors internationally – and, in particular, researchers from underrepresented groups, researchers from countries with low-to-middle income economies, and early-career researchers ( Figure 1 , Figure 1—figure supplement 1 ; Figure 2 ; Figure 3 ; Figure 4 ). Well-planned virtual conferences can also significantly increase the diversity of speakers, increase representation of historically marginalized researchers, and help to achieve gender parity ( De Saá‐Pérez et al, 2015 ). A higher number of attendees also means presentation of diverse research, viewpoints, discussions and ideas, which will benefit all researchers, since diversity brings excellence to scientific exchanges ( De Saá‐Pérez et al, 2015 ; Nielsen et al, 2018 ).…”

“…Well-planned virtual conferences can also significantly increase the diversity of speakers, increase representation of historically marginalized researchers, and help to achieve gender parity ( De Saá‐Pérez et al, 2015 ). A higher number of attendees also means presentation of diverse research, viewpoints, discussions and ideas, which will benefit all researchers, since diversity brings excellence to scientific exchanges ( De Saá‐Pérez et al, 2015 ; Nielsen et al, 2018 ).…”

Internal networking and innovation ambidexterity: The mediating role of knowledge management processes in university research

“…Nowadays, public universities must confront a great variety of challenges, among others, globalization of competition, decrease in governmental financial aid, changing demands from society, and creation and capture of the benefits reaped from innovation ambidexterity (IA)organizational activities devoted to pursuing exploitation and exploration simultaneously (He & Wong, 2004;Smith & Tushman, 2005;Heavey & Simsek, 2014) - (García-Sánchez et al, 2019;De Saá-Pérez et al, 2017).…”