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Mannix,
E. A., Neale, M. A., & Phillips, K. W. (Eds.) (in
press). Research on managing groups and teams: Diversity
and groups (Volume 11). Greenwich, CT: JAI Press.
Dumas,
T. L., Rothbard, N. P., & Phillips, K. W. (in press).
Self disclosure: beneficial for cohesion in demographically
diverse work groups? In Mannix, E. A., Neale, M. A.,
& Phillips, K. W. (Eds.) Research on managing groups
and teams: Diversity and groups (Volume 11). Greenwich,
CT: JAI Press.
Swaab,
R. I., Phillips, K. W., Diermeier, D., & Medvec,
V. H. (in press). The pros and cons of dyadic conversations
in small groups: The impact of group norms and task
type. Small Group Research.
Zhong,
C. B., Phillips, K. W., Leonardelli, G. J., & Galinsky,
A. D. (in press). Negational categorization and intergroup
behavior. Personality and Social Psychology Bulletin.
Rosette,
A. S., Leonardelli, G. J. & Phillips, K. W. (in
press). The white standard: Racial bias in leader categorization.
Journal of Applied Psychology.
Lount, R., Jr., & Phillips, K. W. (2007). Working
harder with the out-group: The impact of social category
diversity on motivation gains. Organizational Behavior
and Human Decision Processes, 103, 214-224.
Phillips,
K. W., & Lount, R. Jr. (2007). The affective consequences
of diversity and homogeneity in groups. In E. Mannix,
M. A. Neale, and C. Anderson (Eds), Research on Managing
in Groups and Teams (Vol. 10, pp. 1-20). Greenwich,
CT: JAI Press.
Phillips,
K. W., & Thomas-Hunt, M. C. (2007). Garnering the
benefits of conflict: The role of diversity and status
distance in groups. In K. Behfar and L. Thompson (Eds.),
Conflict in Organizational Groups: New Directions in
Theory and Practice. Evanston, IL: Northwestern University
Press.
Phillips,
K.W., & Loyd, D. L. (2006). "When surface and
deep-level diversity
collide: The effects on dissenting group members."
Organizational Behavior and Human Decision Processes,
99, 143-160.
Phillips,
K. W., & Thomas-Hunt, M. (2004). "When what
you know is not enough: Expertise and gender dynamics
in task groups." Personality and Social Psychology
Bulletin, 30, 1585-1598.
Phillips,
K. W., Mannix, E., Neale, M., & Gruenfeld, D.
(2004). "Diverse groups and information sharing:
The effects of congruent ties." Journal
of Experimental Social Psychology, 40, 497-510.
Phillips,
K. W. (2003). "The effects of categorically
based expectations on minority influence: The importance
of congruence." Personality and Social Psychology
Bulletin, 29, 3-13.
O’Reilly,
C. A., Williams, K. Y., & Barsade, S. (1998). "Group
demography and innovation: Does diversity help?" In
D. Gruenfeld & M. A. Neale (Eds.), Research
on Managing in Groups and Teams, Vol. 1, 183-207.
Greenwich, CT: JAI Press.
Williams,
K. Y., & O’Reilly, C. A. (1998). "Demography
and diversity in organizations: A review of 40 years
of research." In B. Staw & R. Sutton (Eds.),
Research in Organizational Behavior, Vol. 20,
77-140. Greenwich, CT: JAI Press.
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