بررسی تأثیرات تنوع تیمی بر تعهد و هویت تیمی و اهمیت تعدیل‏ کنندۀ اندازۀ تیم

Ansari, M., Rahmani Youshanlouei, H., Oskouyi, V. & Hoseini, A (2012). Identifying the factors and developing the human resource empowerment conceptual model in ICT Ministry (Case Study). Public Administration, 3 (7): 23-40. (in Persian)

Capehart, A. M. (2005). A configurational framework for diversity- socialization & culture. Personnel Review, 34 (4): 488-503.

Chi, N., Huang, Y. & Lin, S. (2009). A Double-Edged Sword: Exploring the Curvilinear Relationship between Organizational Tenure Diversity and Team Innovation: The Moderating Role of Team-Oriented HR Practices. Group & Organization Management, 34 (6): 698- 726.

Chowdhury, S. (2005). Demographic diversity for building an effective entrepreneurial team: is it important? Journal of Business Venturing, 20(6): 727–746.

Cross, G.A. (2000). Collective form: an exploration of large-group writing. The Journal of Business Communication, 37 (1): 77-100.

Dahlin, K. B., Weingart, L.R. & Hinds, P.J. (2005). Team diversity and information use. The Academy of Management Journal, 48 (6): 23-34.

Fooa, M. D., Wong, P. & Ong, A. (2005). Do others think you have a viable business idea? Team diversity and judges’ evaluation of ideas in a business plan competition. Journal of Business Venturing, 20(3): 385-402.

Gammage, K. L., Carron, A.V. & Estabrooks, P.A. (2001). Team Cohesion and Individual Productivity: The Influence of the Norm for Productivity & the Identifiability of Individual Effort. Small Group Research, 32 (3): 3-18.

Gefen, D. & Straub, D. (2005). A practical guide to factorial validity using PLS-Graph: Tutorial and annotated example. Communications of the Association for Information systems, 16(1): 91-109.

Geisser, S. (1975). The predictive sample reuse method with applications. Journal of the American Statistical Association, 70 (350): 320-328.

Gholipour, A. (2009). Sociology of organizations (Sociological approach to organization and management).Tehran: SAMT. (in Persian)

Gholipour, A. (2012). Human resource management (Concepts, theories and applications).Tehran: SAMT. (in Persian)

Green, A. L. & Hill, A. Y. (2005). The use of multiple intelligences to enhance team productivity. Management Decision, 43 (3): 349-359.

Gupta, V. K., Huang, R. & Niranjan, S. (2010). A Longitudinal Examination of the Relationship between Team Leadership and Performance. Journal of Leadership & Organizational Studies, 17 (4): 335–350.

Haas, H. (2010). How can we explain mixed effects of diversity on team performance? A review with emphasis on context. Equality, Diversity and Inclusion: An International Journal, 29 (5): 458-49 0.

Hamilton, B. H., Nickerson, J. & Owan, H. (2003). Diversity and productivity in teams. Working Paper, John M. Olin School of Business, Washington University in St. Louis.

Hanafizadeh, P. & Rahmani, A. (2011). Research methodology of multi-dimensional structures. Tehran: Termeh. (in Persian)

Horwitz, S. K. (2005). The compositional impact of team diversity on performance: theoretical considerations. Human Resource Development Review, 4 (2): 219-245.

Horwitz, S.K. & Horwitz, I.B. (2007). The effects of team diversity on team outcomes: a meta-analytic review of team demography. Journal of Management, 33 (6): 987-1015.

Jackson, S. E., & Joshi, A. (2004). Diversity in social context: a multi-attribute, multilevel analysis of team diversity and sales performance. Journal of Organizational Behavior, 25 (6): 675-702.

Jackson, S. E., Joshi, A. & Erhardt, N. L. (2003). Recent Research on Team and Organizational Diversity: SWOT Analysis and Implications. Journal of Management, 29 (6): 801–830.

Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intergroup conflict. Administrative Science Quarterly, 40 (2): 256-83.

Jehn, K.A. (1999). Why differences make a difference: a field study of diversity, conflict, and performance in workgroups. Administrative Science Quality, 44 (4): 741-63.

Kayes, A. B., Kayes, D. C. & Kolb, D. A. (2005). Experiential learning in teams. Simulation and Gaming, 36, 330-354.

Kichuk, S. & Weisner, W. H. (1998). Work teams: selecting members for optimal performance. Canadian psychology, 39 (1-2): 23-32.

Konrad, A. M. (2003). Special issue introduction: Defining the domain of workplace diversity scholarship. Group & Organization Management, 28 (1): 4-17.

Liang, T.P. & Liu, Ch. (2007). Effect of team diversity on software project performance. Industrial Management & Data Systems, 107 (5): 636-653.

Maddux, R. (2004). Team building. Translator: Eskandarim M.R. Tehran: Institute of Isiran. (in Persian)

Magoshi, E., & Chang, E. (2009). Diversity management and the effects on employees’ organizational commitment: Evidence from Japan and Korea. Journal of World Business, 44(1): 31–40.

Malaki, A. H., Gholipour, A. & Abedjafari, H. (2010). investigating  the impacts of religious beliefs on the tendency to set up a new business. Entrepreneurship Development, 1 (3): 11-34. (in Persian)

Momeni, M. & Fa'al Ghayyoumi, A. (2008). Statistical Analyses using SPSS. Tehran: Ketabe Now. (in Persian)

Nekouyi Moghaddam, M. & Pirmoradi Bezanjani, N. (2007). Investigating the relationship between personality traits and organizational conflicts (interpersonal) in  public organizations. Public administration, 1(1): 105-122. (in Persian)

Ng, E. S.W. & Wyrick, C. R. (2011). Motivational bases for managing diversity: A model of leadership commitment. Human Resource Management Review, 21(4): 368–376.

Olson, B. J., Bao, Y. & Parayitam, S. (2007). Strategic decision making within Chinese firms: The effects of cognitive diversity and trust on decision outcomes. Journal of World Business, 42(1): 35-46.

Peters, L. & Karren, R. J. (2009). An Examination of the Roles of Trust and Functional Diversity on Virtual Team Performance Ratings, Group & Organization Management, 34 (4): 479-504.

Pitts, D. & Jarry, E. M. (2007). Ethnic diversity and organizational performance: assessing diversity effects at the managerial and street levels. International Public Management Journal, 10 (2):1-17.

Raymond, W. (2005). Building a successful team. The project network Newsletter, Available in: http://www.mympa.org.

Rietzschel,E. F. (2011). Collective regulatory focus predicts specific aspects of team innovation. Group Processes & Intergroup Relations, 14 (3): 337–345.

Ringle, C. M., Wende, S. & Will, A. (2005). Smart PLS – Version 2.0, University at Hamburg, Hamburg. Available at: (Http://www.smartpls.de).

Rink, F. & Ellemers, N. (2007). The Role of Expectancies in Accepting Task-Related Diversity: Do Disappointment and Lack of Commitment Stem from Actual Differences or Violated Expectations. Personality and Social Psychology Bull, 33 (6): 842-854.

Rink, F. & Ellemers, N. (2010). Benefiting from deep- level diversity: How congruence between knowledge and decision rules improves team decision making and team perceptions. Group Processes & Intergroup Relations, 13 (3): 345-359.

Riordan, C. M., & Shore, L. M. (1997). Demographic diversity and employee attitudes: An empirical examination of relational demography within work units. Journal of applied psychology, 82(3): 342-358.

Rovio, E., Eskola, J. A., Kozub, S., Duda, J.L. & Lintunen, T. (2009). Can High Group Cohesion as harmful: A Case Study of a Junior Ice-Hockey Team. Small Group Research, 40 (4): 421-435.

Sarmad, Z., Bazargan, A. & Hejazi, E. (2001). Research methodology in behavioral sciences. 6^th ed, Tehran: Agah. (in Persian)

Shaw, J. B. (2004). A Fair Go for All: The Impact of Intragroup Diversity and Diversity-Management Skills on Student Experiences and Outcomes in Team-Based Class Projects. Journal of Management Education, 28 (2): 139- 169.

Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E. & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19(2): 117-133.

Solansky, S.T. (2011). Team identification a determining factor of performance. Journal of Managerial Psychology, 26 (3): 247-258.

Stone-Romero, E. F. & Anderson, L. E. (1994). Relative power of moderated multiple regression and the comparison of subgroup correlation coefficients for detecting moderating effects. Journal of applied psychology, 79 (3): 354-359.

Swartz, A.L. & Triscari, J. S. (2011). A Model of Transformative Collaboration. Adult Education Quarterly, 61 (4): 324–340.

Tekleab, A. G., Quigley, N. R. & Tesluk, P. E. (2009). A Longitudinal Study of Team Conflict, Conflict Management, Cohesion, and Team Effectiveness. Group & Organization Management, 34 (2): 170-205.

Tran, V., Garcia-Prieto, P. & Schneider, S. (2011). The role of social identity, appraisal, and emotion in determining responses to diversity management. Human Relations, 64 (2): 161- 176.

Van der Vegt, G.S., & Bunderson, J.S. (2005). Learning and performance in multidisciplinary teams: the importance of collective team identification. Academy of Management Journal, 48 (3): 532-47.

Van Dick, R., Stelimacher, J., Wagner, U., Lemmer, G. & Tissington, P.A. (2009). Group membership salience and task performance. Journal of Managerial Psychology, 24 )7(: 609-626.

Vos, M., & Zee, K. (2011). Prosocial behavior in diverse workgroups: How relational identity orientation shapes cooperation and helping. Group Processes Intergroup Relations, 14 (3): 363- 379.

Whiteoak, J., Crawford, N., & Mapstone, R. (2006). Impact of Gender and Generational Differences in Work Values and Attitudes in an Arab Culture. Thunderbird International Business Review, 48 (1): 77–91.

Yousef, D. A. (2001). Islamic work ethic: A moderator between organizational commitment and job satisfaction in a cross-cultural context. Personnel Review, 30 (2): 152-169.

Zellmer-Bruhn, M., Maloney, M., Bhappu R. S., & Anita, D. (2008). When and how do differences matter? An exploration of perceived similarity in teams. Organizational Behavior and Human Decision Processes, 107(1): 41-59.

Zhou, W. & Shi, X. (2011). Culture in groups and teams: a review of three decades of research. International Journal of Cross Cultural Management, 11 (1): 5–3.