Team diversity can be seen as a double-edged sword. It brings additional cognitive resources to teams at the risk of increased conflict. Few studies have investigated how different types of diversity impact software teams. This study views diversity through the lens of the categorization-elaboration model (CEM) . We investigated how diversity in gender, age, role, and cultural background impacts team effectiveness and conflict, and how these associations are moderated by psychological safety. Our sample consisted of 1,118 participants from 161 teams and was analyzed with Covariance-Based Structural Equation Modeling (CB-SEM). We found a positive effect of age diversity on team effectiveness and gender diversity on relational conflict. Psychological safety contributed directly to effective teamwork and less conflict but did not moderate the diversity-effectiveness link. While our results are consistent with the CEM theory for age and gender diversity, other types of diversity did not yield similar results. We discuss several reasons for this, including curvilinear effects, moderators such as task interdependence, or the presence of a diversity mindset. With this paper, we argue that a dichotomous nature of diversity is oversimplified. Indeed, it is a complex relationship where context plays a pivotal role. A more nuanced understanding of diversity through the lens of theories, such as the CEM, may lead to more effective teamwork.

中文翻译：

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多样性的双刃剑：多样性、冲突和心理安全如何影响软件团队

团队多样性可以被视为一把双刃剑。它为面临冲突增加风险的团队带来了额外的认知资源。很少有研究调查不同类型的多样性如何影响软件团队。这项研究通过视角看待多样性分类细化模型（CEM）。我们研究了性别、年龄、角色和文化背景的多样性如何影响团队效率和冲突，以及心理安全如何调节这些关联。我们的样本由来自 161 个团队的 1,118 名参与者组成，并使用基于协方差的结构方程模型 (CB-SEM) 进行了分析。我们发现年龄多样性对团队效率和性别多样性对关系冲突有积极影响。心理安全直接有助于有效的团队合作和减少冲突，但不会调节多样性与有效性的联系。虽然我们的结果与年龄和性别多样性的 CEM 理论一致，但其他类型的多样性并未产生类似的结果。我们讨论了造成这种情况的几个原因，包括曲线效应、任务相互依赖等调节因素或多元化心态的存在。在本文中，我们认为多样性的二分法性质被过于简单化了。事实上，这是一种复杂的关系，背景发挥着关键作用。通过 CEM 等理论对多样性有更细致的理解，可能会带来更有效的团队合作。