Zur Bedeutung von Faultlines als Grenzen bei der Teamarbeit

Research output: Contribution to journalResearch articleContributedpeer-review



This report focuses on the divisions within and between teams. Such research is often associated with the phenomenon of "diversity". Empirical evidence regarding the effects of diversity on teamwork is inconsistent, partly due to methodological limitations. We propose to use the concept of "faultlines" as hypothetical lines that divide teams into homogenous subgroups. Measuring faultlines as an objective indicator of team composition represents an innovative method for integrating several diversity attributes (e.g., age, gender, and ethnicity). We provide an overview of the current research on faultlines and show detrimental effects of faultlines on team performance. Additionally, we present the results of two studies from the automotive industry, focusing on the relation between faultlines and organizational outcomes such as employee health, team performance and team identification. Finally, we conclude that the analysis of objective faultlines offers relevant implications for research and practice. Future research should also consider the role of subjectively experienced faultlines.

Translated title of the contribution
The meaning of Faultlines as border lines in team work


Original languageGerman
Pages (from-to)127-135
Number of pages9
JournalGruppe. Interaktion. Organisation. Zeitschrift fur Angewandte Organisationspsychologie
Issue number2
Publication statusPublished - Jun 2017

External IDs

WOS 000442162200005
Scopus 85031504942
ORCID /0000-0002-0015-5120/work/156337045



  • Teamarbeit, Faultlines, Leistung, Gesundheit, Wohlbefinden, Diversity

Library keywords