What is team creativity?

Team creativity can be defined as the joint novelty and usefulness of ideas regarding products, processes, and services. National diversity training programs aim to increase members´ knowledge, skills, and attitudes needed to work with individuals from different nationalities. National diversity is thought to increase team creativity as the members of diverse teams are exposed to different ideas, backgrounds, and approaches which is believed to inspire divergent and flexible thinking, enable new thought patterns, and prevent group thinking. 

Why is nationality diversity by itself not a sufficient condition for team creativity?

Many organizations invest in nationality diversity training, however the effectiveness of these training is uncertain. Some studies have found positive effects, but others negative effects. It is assumed that nationality diversity stimulates team creativity by providing different perspectives, thinking styles, knowledge, and ideas. However, nationality diversity may harm team creativity by activating subgroup categorization on the basis of nationality differences. Nationality is often used as a basis for categorization, which can divide teams into subgroups. People tend to favor members of their own nationality subgroup over members of other subgroups. This can lead to conflict, the undermining of trust, and communication problems, and thus limit the team´s creative potential. 

What is the expected three-way interaction between training condition, diversity beliefs, and team nationality diversity on team creativity?

It is expected that for teams with less positive diversity beliefs, there is a positive relationship between attending diversity training and team creativity, but only to the degree that the teams are high on nationality diversity. It is assumed that the effectiveness of nationality diversity training is contingent upon the degree of nationality diversity present within the team. Previous research has shown that training is most effective for those with the largest discrepancy between actual and needed knowledge, skills, and attitudes. The greater discrepancy between what is known and what is offered in the training for teams with less positive diversity beliefs will result in a higher instrumentality of the training for those teams. 

What is the expected three-way interaction between training condition, diversity beliefs, and team nationality diversity on team efficacy?

Team efficacy is defined as the shared belief in the team´s conjoint capabilities to organize and execute the course of action required to produce given levels of attainment. Team efficacy is very important in understanding training effectiveness. Research has indicated that diversity training may boost team efficacy by increasing members´ effectiveness in dealing with diversity by means of different experiences and verbal persuasion. It is firstly expected that for teams with less positive diversity beliefs, there is a positive relationship between attending diversity training and team efficacy, but only among teams with relatively more nationality diversity. Secondly it is expected that team efficacy mediates the interactive effect of training condition, diversity beliefs, and nationality diversity on team creativity. 

What are the main results of this study?

Nationality diverse teams with less positive diversity beliefs reported higher team efficacy and team creativity after diversity training. Also, diversity training had a negative effect on team creativity and no effect on team efficacy when there was little nationality diversity in the team and members had less positive diversity beliefs. 

What are the practical implications of these results?

Firstly, the results suggest that a lack of nationality diversity may be a liability for organizations. Offering diversity training to teams that are low in nationality diversity and whose members hold less positive diversity beliefs may have negative effects. It is important for organizations to consider the level of nationality diversity in teams when designing diversity training programs. Secondly, some researchers believe that diversity training is like preaching to the choir. However, the current results show that especially teams with less positive diversity beliefs may gain from diversity training.