Explaining the link between objective and perceived differences in groups: The role of the belonging and distinctiveness motives.

Group diversity research often focuses on objective diversity, or the actual compositional attributes of the group (e.g., differences in sex or functional background), and its impact on group processes and performance. More recently, diversity researchers have called for consideration of group members' perceptions of diversity, or their subjective understanding of differences within their group, because these perceptions have important effects on group outcomes. In fact, research has indicated only a modest correlation between objective and perceived diversity. Although the subjective nature of group diversity has important implications for group outcomes, we are still unclear about why and when perceived diversity diverges from objective diversity. In this article, I examine the role of identity motives, or motives that guide self-definition, in shaping member's perceptions of themselves and their group's composition. I argue that group members want to balance their needs for belonging and distinctiveness, but high levels of objective differences make them feel too distinct whereas low levels of objective differences makes them feel too deindividuated. Individual differences in the need to belong and be distinct further influence the degree to which these motives are satisfied. In turn, when these motives are unsatisfied, they will affect members' perceptions of differences. The presented theory helps to explain the discrepancy between objective differences and members' perceptions of differences, and ultimately helps integrate opposing findings in the diversity literature. [ABSTRACT FROM AUTHOR]

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