Table A1 Measurement items Measure item... | Emerald Publishing

Table A1

Measurement items

Measure item	Source on witch items are based
Perceived visual dissimilarity 1. I feel I am visibly dissimilar to other group members 2. In terms of visible characteristics (e.g. age, gender, ethnicity), I think I am different from other group member	Hobman et al. (2003)

Perceived value dissimilarity 1. I feel my work values and/or motivations are dissimilar to other group members 2. In terms of principles that guide my work (e.g. detail-oriented, reward-driven), I think I am different from other group	Hobman et al. (2003)

Group identification 1. I feel that my general attitudes and beliefs are similar to the group as a whole 2. I have a strong preference of belong to my team rather than a different team 3. I feel strong that I fit into my team at work 4. I like every much other members of my team at work 5. I identified with my team at work very much	Hogg and Hains (1996)

Leadership-promoted diversity climate 1. My supervisor has a track record of hiring and promoting employees objectively, regardless of any differences (e.g. employee's race, sex, sexual orientation, religion, nationality or age) 2. My supervisor gives feedback and evaluates employees fairly, regardless of employees' race, gender, sexual orientation, religion, age or social background 3. My supervisor makes layoff decisions fairly, regardless of factors such as employees' race, gender, sexual orientation, religion, age or social background 4. My supervisor interprets human resource (HR) policies (such as sick leave) fairly for all employees 5. My supervisor gives assignments based on the skills and abilities of employees 6. My supervisor is a charismatic person	Mor Barak (2016)

Information dissimilarity 1. I feel I am professionally and/or educationally dissimilar to other group member sat work 2. In terms of functional background (e.g. professional background and/or work experiences), I think I am different from other group members	Hobman et al. (2003)

Individual attitude towards diversity 1. I believe diversity (e.g. employee's race, sex, sexual orientation, religion, nationality or age) is a strategic business issue 2. I feel at ease with people from backgrounds different from my own 3. I am afraid to disagree with members of other groups for fear of being called prejudiced 4. Diversity issues keep some work teams here from performing to their maximum effectiveness 5. I accept members of other sexual orientation (e.g. gays lesbians, bisexuals, transsexuals…) in my immediate work environment 6. I feel I am treated differently at my immediate work environment because of my gender	Mor Barak et al. (1998)

Organization-promoted diversity climate 1. The company spends enough money and time on diversity awareness and related training 2. Knowing more about cultural norms of diverse groups would help me be more effective in my job 3. I feel that I have been treated differently at work because of my race, gender, sexual orientation, religion or age 4. I think that diverse viewpoints add value	Mor Barak (2016)

Measure item	Source on witch items are based
Perceived visual dissimilarity1. I feel I am visibly dissimilar to other group members2. In terms of visible characteristics (e.g. age, gender, ethnicity), I think I am different from other group member	Hobman et al. (2003)

Perceived value dissimilarity1. I feel my work values and/or motivations are dissimilar to other group members2. In terms of principles that guide my work (e.g. detail-oriented, reward-driven), I think I am different from other group	Hobman et al. (2003)

Group identification1. I feel that my general attitudes and beliefs are similar to the group as a whole2. I have a strong preference of belong to my team rather than a different team3. I feel strong that I fit into my team at work4. I like every much other members of my team at work5. I identified with my team at work very much	Hogg and Hains (1996)

Leadership-promoted diversity climate1. My supervisor has a track record of hiring and promoting employees objectively, regardless of any differences (e.g. employee's race, sex, sexual orientation, religion, nationality or age)2. My supervisor gives feedback and evaluates employees fairly, regardless of employees' race, gender, sexual orientation, religion, age or social background3. My supervisor makes layoff decisions fairly, regardless of factors such as employees' race, gender, sexual orientation, religion, age or social background4. My supervisor interprets human resource (HR) policies (such as sick leave) fairly for all employees5. My supervisor gives assignments based on the skills and abilities of employees6. My supervisor is a charismatic person	Mor Barak (2016)

Information dissimilarity1. I feel I am professionally and/or educationally dissimilar to other group member sat work2. In terms of functional background (e.g. professional background and/or work experiences), I think I am different from other group members	Hobman et al. (2003)

Individual attitude towards diversity1. I believe diversity (e.g. employee's race, sex, sexual orientation, religion, nationality or age) is a strategic business issue2. I feel at ease with people from backgrounds different from my own3. I am afraid to disagree with members of other groups for fear of being called prejudiced4. Diversity issues keep some work teams here from performing to their maximum effectiveness5. I accept members of other sexual orientation (e.g. gays lesbians, bisexuals, transsexuals…) in my immediate work environment6. I feel I am treated differently at my immediate work environment because of my gender	Mor Barak et al. (1998)

Organization-promoted diversity climate1. The company spends enough money and time on diversity awareness and related training2. Knowing more about cultural norms of diverse groups would help me be more effective in my job3. I feel that I have been treated differently at work because of my race, gender, sexual orientation, religion or age4. I think that diverse viewpoints add value	Mor Barak (2016)