The Relationship Between Team Diversity and New Product Performance: The Moderating Role of Organizational Slack


The connection between team diversity and new product performance is typically assumed to be linear. This assumption has been challenged conceptually and empirically, however results so far have been inconsistent. This study examines this issue based mostly on behavioral theory and social identity theory. The empirical results typically supported our expectations of the inverse U-formed relationship between team diversity and new product performance. We tend to also hypothesized and found that organizational slack moderated the curvilinear relationship between team diversity and new product performance. A questionnaire survey on 118 new product development projects in Taiwanese firms is collected to test the hypotheses. We tend to conclude by discussing the managerial implications of these findings for the employment of team composition to the new product projects in personnel choice.

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