Group Faultlines

Organizations have been searching for ways to harness the benefits of groups while simultaneously reducing process losses associated with groups. The focus on group composition and individual attribute alignment has led to an interest in the topic of faultlines. Faultlines are hypothetical dividing lines that split a group into two or more subgroups based on the alignment of one or more individual attributes and have been found to influence group processes, performance outcomes, and affective outcomes. Using 59 published articles, the authors summarize the current state of the faultlines literature with respect to the following themes: theoretical foundations, faultline measurement, empirical findings, and the contingent role of context. A quantitative aggregation of 34 published empirical articles is used to summarize identified relationships in the literature and shows that the faultlines construct explains variance above and beyond the effect of team diversity measures on group outcomes. The authors provide guidance for future research that should be of interest to scholars in the areas of diversity, teams, power, alliances, subgroups, social networks, intergroup behavior, conflict, learning, and decision making. Future research directions build off the extant findings, such as extending conceptualizations of faultlines and refining the measurement of faultlines. The authors further propose the application of faultlines to the areas of leadership, international studies, and strategic management.