Team Gender Research Articles

Measuring the Efficacy of a Club Sports New Participant Orientation

This study examines the impact of the University of Vermont Club Sports’ recently implemented new participant orientation. Using program evaluation theory and a survey instrument, this study measured the efficacy of the new program. A survey was designed and sent to all 312 participants with a response rate of 23%. Descriptive statistics from the instrument indicate strong efficacy for participants who completed the program with all outcome measures reporting moderate to considerable growth. T-tests and ANOVAs, in most instances, indicate similar efficacy of outcomes among different groups of respondents. However, statistically significant differences exist based on individual or team gender on three specific outcome measures. Results of this study suggest value in the implementation of the club sports new participant orientation while identifying groups where additional attention may be needed through adjustments to the curriculum or additional outreach strategies.

What’s It Like Inside the Hive? Managerial Discretion Drives TMT Gender Diversity of Women-Led Firms

Do women promote other women? We investigate this question through the lens of gender role theory and managerial discretion. While the trickle-down effect suggests that women in positions of power are likely to promote other women, the queen bee phenomenon indicates that senior women distance themselves from other women. We argue these two conflicting perspectives have developed because (a) much of the literature has considered the influence of board gender representation on top management team (TMT) gender representation, ignoring the role of the CEO, and (b) an important tenet of the queen bee phenomenon has been overlooked in that women who perceive an ability to challenge traditional gender norms are less likely to engage in queen bee behavior. Thus, we suggest women CEOs, who are in a unique position of both importance and isolation, are less likely to promote other women to the TMT due to the gendered context in which they are employed, but as the CEO’s capacity to enact change (i.e., managerial discretion) increases, so too does their ability to challenge traditional gender norms. More specifically, we hypothesize and find that while the presence of women CEOs negatively relates to the proportion of women on the TMT, this relationship is weakened by CEO power, lack of board vigilance, and environmental munificence. Post hoc analyses demonstrated that while a trickle-down effect occurs from the board to the TMT, these mechanisms may not exist at the CEO-TMT interface, highlighting the importance of considering the role of CEO discretion in enhancing executive gender diversity.

Gender imbalance in the productivity of funded projects: A study of the outputs of National Institutes of Health R01 grants

AbstractThis study examines the relationship between team's gender composition and outputs of funded projects using a large data set of National Institutes of Health (NIH) R01 grants and their associated publications between 1990 and 2017. This study finds that while the women investigators' presence in NIH grants is generally low, higher women investigator presence is on average related to slightly lower number of publications. This study finds empirically that women investigators elect to work in fields in which fewer publications per million‐dollar funding is the norm. For fields where women investigators are relatively well represented, they are as productive as men. The overall lower productivity of women investigators may be attributed to the low representation of women in high productivity fields dominated by men investigators. The findings shed light on possible reasons for gender disparity in grant productivity.

Gender and authorship trends in rhinology, allergy, and skull-base literature from 2008 to 2018.

A recent analysis suggested potential narrowing of the gender gap in research productivity in the field of rhinology. This analysis did not, however, provide insight into how the genders are represented in the rhinologic literature. This study aimed to evaluate 11 years of literature to evaluate for gender differences in authorship position, collaborations, category and content of research, citations, and funding to gain perspective on how gender and authorship has changed over time. Authorship data for all articles on rhinologic subject matter published between January 1, 2008 and December 31, 2018 in four otolaryngology journals was collected. The gender of authors was determined by protocol. Category and content of research and funding status/source were additionally obtained. Data were collected from 2666 articles. Gender of 14,510 authors was determined. Female authors accounted for 23% of the overall authors and male authors accounted for 77%. Female first authorship increased significantly over time, but there was no change in female senior authorship. The percentage of female authors steadily increased over time, whereas male authorship decreased slightly. Mixed gender teams were shown to be increasing in frequency. Women published more than expected in basic science and allergy and less than expected in skull base. On funded studies, women were significantly underrepresented as senior authors. This study represents the first assessment of gender differences in the rhinology literature. Areas where female representation can improve include senior authorship, increased involvement in skull base publications, and increased funding.

Arbitrator teams and dispute resolution performance: an empirical analysis

In the context of international investment disputes, this paper investigates how arbitrator team characteristics affect team performance in solving disputes between a host country and a foreign investor. Our data include 277 judgments issued by arbitrator teams at the International Centre for Settlement of Investment Disputes at the World Bank from 1972 to 2018. The time to resolution and the quality of the final judgment, as measured by the requirement of a follow-on proceeding to rectify mistakes, are used to measure the team performance. We consider both biographical and professional characteristics of the arbitrators as determinants of the team performance. We find that mixed gender teams and previous team member’s collaborations increase the time to resolution contrary to team members’ experience and diversity in the professional background that decrease it. None of the team characteristics considered has an impact on the quality of the final judgment. Our findings talk to the current policy debate on the reform of the international investment arbitration system aiming to increase its effectiveness and transparency.

Adolescent, caregiver and community experiences with a gender transformative, social emotional learning intervention

BackgroundInequitable gender norms, beliefs and behaviors, are shaped by learning experiences during key developmental stages in an individual’s life course, and can have negative impacts on health and well-being outcomes. Very early adolescence represents one stage when formative learning experiences about gender inequity can have the potential to support or hinder more equitable gender norms, beliefs and behaviors. The aim of this qualitative study was to evaluate the effect of a gender transformative, social emotional learning intervention for very young adolescents (VYAs) that included experiential learning with peers, parents/caregivers and community members.MethodsThis study examined the effects of an intervention designed to provide social emotional learning opportunities for adolescents ages 10–11 in Dar es Salaam, Tanzania. The qualitative sample included 279 participants. Qualitative methods included 102 in-depth interviews with VYAs, 22 focus groups with 117 VYAs, 60 in-depth interviews with parents/caregivers and 54 participant observations. A grounded theory approach was used to identify emergent themes.ResultsParticipants reported growth in targeted areas of social emotional mindsets and skills, including a shift in gender norms, beliefs and behaviors. VYAs reported that experiential learning in mixed gender teams provided opportunities to actively practice and reflect on gender norms, beliefs and behaviors. VYAs also reported active practice of social emotional mindsets and skills with peers, parents/caregivers and the community. Parents/caregivers reported changes in VYAs’ social emotional mindsets and skills within the home, with the community and with siblings and peers. Both adolescents and parent/caregivers reported positive change towards more equitable gender norms, beliefs and behaviors through participation in experiential learning activities and reflective discussions.ConclusionsThese findings suggest that an intervention providing social and emotional experiential learning opportunities during the developmental window of very young adolescence can be effective in transforming gender norms, beliefs and behaviors. Involvement of peers, parents/caregivers and community members was effective at supporting learning social emotional mindsets and skills in VYAs. Findings encourage local and global adolescent programming to include gender transformative content paired with social emotional experiential learning with peers, family and the community and can stimulate positive change in gender norms, beliefs and behaviors to promote gender equity.

The Leaning Tower of Pasta: Lessons in Team Performance and Creativity From a Core Surgical Training Boot Camp Design Challenge

Unity of effort is an important component of strategic leadership and management theory associated with Core Surgical Training (CST) outcome. The aim was to determine the impact of team diversity on task completion: a creative design challenge, during CST Boot camp. Attendees (n = 44) at a single Statutory Education Body's CST Boot camp were stratified into teams related to specialty theme, and set a design challenge as described by Peter Skillman, to build the tallest free-standing tower out of spaghetti (20 pieces), tape (1 m), and string (1 m), with a marshmallow on top in 18 minutes. Primary outcome measure was tower height. Five teams (50%) completed the task with the tallest tower measuring 70 cm (median 51, range 0-70). Median satisfaction with the simulation exercise was 4 (2-5) on a scale of 0 to 5, with 5 corresponding with highest satisfaction. Successful task completion was associated with team surgical specialty (p = 0.032), ethnicity ratio (p = 0.010,), and gender ratio (p = 0.003), respectively. On multivariable analysis, only team gender ratio was independently associated with tower height (Hazard ratio 0.515, 95% confidence interval 0.350-0.759, p = 0.001). Modern leadership theory emphasizes the important dynamic relationship between individual team members, the team, and task completion. General surgery themed teams with a gender mix were most successful in completing the design challenge; whether relative simulation performance predicts strategic organizational skill and career progression will be the next question.

Signaling Value through Gender Diversity: Evidence from Initial Coin Offerings

We analyze women’s participation and the effects of team gender diversity on initial coin offering (ICO) success measured by the total funding amount raised in the actual ICO and the project’s long-term survival. Using a database featuring 875 initial coin offerings between 2017 and 2019, we find that women are significantly under-represented in ICO projects (on average, only 13% of team members are women). However, for projects that do have participation of women, we find that team gender diversity increases the total funding raised in the ICO. Moreover, when we separate team members into areas of expertise or roles in the project, we find that the presence of women in critical positions, such as being a founder or having financial or legal responsibilities, significantly reduces the likelihood of long-term coin failure. Our results are consistent with the notion that investors perceive women’s participation in leadership positions as a positive signal of desirable organizational practices that will translate into better performance. Our results are also consistent with the idea that having women, who abide by ethical values and are less prone to fraud, reduces the likelihood that informationally opaque ICOs turn out to be scams.

Signaling Value Through Gender Diversity: Evidence from Initial Coin Offerings

We analyze women’s participation and the effects of team gender diversity on initial coin offering (ICO) success measured by the total funding amount raised in the actual ICO and the project’s long-term survival. Using a database featuring 875 initial coin offerings between 2017 and 2019, we find that women are significantly under-represented in ICO projects (on average, only 13% of team members are women). However, for projects that do have participation of women, we find that team gender diversity increases the total funding raised in the ICO. Moreover, when we separate team members into areas of expertise or roles in the project, we find that the presence of women in critical positions, such as being a founder or having financial or legal responsibilities, significantly reduces the likelihood of long-term coin failure. Our results are consistent with the notion that investors perceive women’s participation in leadership positions as a positive signal of desirable organizational practices that will translate into better performance. Our results are also consistent with the idea that having women, who abide by ethical values and are less prone to fraud, reduces the likelihood that informationally opaque ICOs turn out to be scams.

Gender differences in new venture financing: evidence from equity crowdfunding in Latin America

PurposeThe purpose of this paper aims to understand whether gender disparity has an impact on the likelihood of obtaining equity crowdfunding financing in Latin America.Design/methodology/approachThe paper uses a unique database of 492 projects from different equity crowdfunding platforms in Latin America over a period of 2013–2017.FindingsResults indicate that the involvement of at least one woman in the board of firms seeking equity financing increases campaigns' success significantly. Team gender has no impact on the project's likelihood to experience overfunding.Originality/valueThe paper sheds light on women's access to crowdfunding financing in Latin America, not yet considered so far.

The Impact of Team Identity and Gender on Free-Riding Responses to Fear and Cooperation Sustainability

This study explores the interaction effect of team identity and gender on free-riding responses to fear and cooperation sustainability in a social dilemma situation. Based on differences in inequity aversion, risk preferences, and reaction to competition between men and women, we predict that team identity reduces free-riding behaviors among men when they feel fear to be exploited by others teammates that free-ride, but that it does not affect women in this way. Consequently, we also predict that the effect of team identity on cooperation sustainability differs between the two genders. We conducted an experiment in which dominant incentives to free-ride were held constant over 30 periods and where agents had to make a decision between cooperation and free-riding in each period. After each decision, agents received teammates’ contribution and earnings, which facilitates that agents identify whether their team members free-ride. Our findings show no effect for team identity on free-riding response to fear among women. However, team identity affects free-riding response to fear among men, which positively impacts cooperation sustainability.

Upper Echelons, Gender Diversity, and Environmental Strategy in Emerging Economies

Drawing on upper echelon theory, we examine how top management team (TMT) gender diversity impacts ISO 14001 certification in emerging countries. We further examine how this impact is affected by women executives’ personal attributes as well as organizational and institutional conditions. Using panel data from 490 firms in three highly polluted emerging countries (China, India and Pakistan) and employing Probit instrumental variable regressions, we find that the proportion of women in TMTs is positively related to the likelihood of ISO 14001 certification and renewal. Additionally, we find that high institutional gender parity, women executives’ power and CSR committees strengthen the relationship between TMT gender diversity and ISO 14001 adoption. Our findings, which demonstrate a systematic translation of women’s values into environmental strategy, make important contributions to literature and practice.

Balancing the Yin and Yang: TMT Gender Diversity, Psychological Safety, and Firm Ambidextrous Strategic Orientation in Chinese High-Tech SMEs

This paper offers a novel theoretical account of why and when top management team (TMT) gender diversity lends strategic advantage. Building on social role theory, we develop a moderated-mediation ...

Advancing positive youth development-focused coach education: contextual factors of youth sport and youth sport leader perceptions

ABSTRACT Rationale/purpose: Participation in youth sport can lead to positive psychological, social, and physical outcomes. However, youth sport is highly diverse as each specific sport consists of varying contextual factors such as the type of sport, level of sport, and team gender. The current study examines the relationship between contextual factors of youth sport and what youth sport leaders (YSLs) perceive to be prominent issues and topics in their specific sport context. By understanding these relationships, positive youth development-focused coach education can be advanced to meet the diverse needs of YSLs who are charged managing the youth sport context. Design/methodology/approach: A brief online survey was used to identify the issues and topics that YSLs perceive to be the most prominent within their specific youth sport context. Findings: YSLs most frequently identified teamwork, parental influence, and sportspersonship. Moreover, communication effectiveness was most likely to be recognized as important for male sport teams and no-contact sport teams, while positive youth development was considered important by no-contact sports and sports with younger participants. Additionally, missed opportunities related to social justice issues that permeate sport and society are discussed. Practical implications and research contribution: Findings from the current exploratory study can be used to advance PYD-focused coach education by not only identifying common issues and topics across youth sport, but also by addressing context-specific needs.

Team Combat Identification: Effects of Gender, Spatial Visualization, and Disagreement.

The combat identification (CID) abilities of same-gender and mixed-gender dyads were experimentally assessed, along with measures of spatial skills and team communication. CID is a high-stakes decision-making task involving discrimination between friendly and enemy forces. Literature on CID is primarily focused on the individual, but the extensive use of teams in the military means that more team-based research is needed in this area. After a set of training sessions, 39 dyads were tasked with identifying 10 armored vehicles in a series of pictures and videos. Team communication was recorded, transcribed, and coded for instances of disagreements. Analyses indicated that males scored higher on a spatial visualization measure than did females. M-M teams performed significantly better than M-F teams on the CID task, but when spatial ability and team disagreements were added as predictors, the effect of team gender composition became nonsignificant. Spatial ability and team disagreement were significant predictors of team CID performance. Results suggest that spatial skills and team disagreement behaviors are more important for team CID performance than a team's gender composition. To our knowledge, this is the first lab study of team CID. This research highlights the importance of understanding both individual differences (e.g., spatial skills) and team processes (e.g., communication) within CID training environments in the military context.

전문체육 지도자의 스포츠안전인식 관련 대응비(Odds Ratio)

Purpose: The purpose of this study is to verify the ratio and relevance of the reference group by calculating the odds ratio of the professional sports leaders to the sport safety cognition and related variables (coaching career, current team gender, and current team injury experience). Method: The data applied to the analysis is 119 professional sports leaders who participated in 2015 Sports Safety Accident Survey by Korea Sports Safety Foundation. In this study, the case control study design was applied to the analysis to calculate odds ratio for sports safety cognition by professional sports leaders. For the purpose of analyzing the factors affecting the characteristics of professional sports leaders, the research design for the Likelihood ratio (ratio difference) and Chi-square test (relevant verification) were performed. The design of 2X2 was applied to calculate the odds ratio with the reference group. Results: According to the analysis of sports safety cognition and related variables of professional sports leaders, firstly, Odds Ratio (OR) of awareness of the effect of sports safety education is 0.95, OR of awareness of necessity of sports safety education for athletes is 0.43, OR of awareness of Korea Sports Safety Foundation is 1.2 and OR of purchase sports insurance (mutual-aid) is0.54 for leaders who have more than 5 years of coaching career. Secondly, OR of awareness of the effect of sports safety education is 1.61, OR of awareness of necessity of sports safety education for athletes is 0.48, OR of awareness of awareness of Korea Sports Safety Foundation is 1.03 and OR of purchase sports insurance (mutual-aid) is 1.03 for leaders who coach both men and women. Thirdly, OR of awareness of the effect of sports safety education is 2.56, OR of awareness of necessity of sports safety education for athletes is 0.97, OR of awareness of awareness of Korea Sports Safety Foundation is 0.34 and OR of purchase sports insurance(mutual-aid) is 2.97 for leaders who have noninjury experience in current team. Conclusion: In conclusion, it is likely that a leader who has more than five years of coaching career, a leader who coaches both men & women and a leader who is aware of then injury of athletes recognize the importance of sports safety about 0.3 to 3 times higher in the entire 95% confidence interval.

Transrodnost u Srbiji u 21. veku - pilot studija o informisanosti i iskustvima zdravstvenih radnika o procesu prilagođavanja pola

Introduction. In the past ten years significant changes have happened in conceptualization and treatment of transgender phenomenon. Treatment has been individualized and more grounded in the model of informed consent, more referrals to the gender clinics and gender teams has been recorded, and the ICD-11 finally removed gender dysphoria from the chapter on mental disorders to a separate chapter on sexual health. Objective. Having in mind these changes and the preparation for the upcoming implementation of ICD-11, we can expect more transgender patients in primary, secondary and tertiary health care. Therefore we conducted this research aiming to assess level of knowledge and experiences of health providers on working with transgender patients. Method of work. We used qualitative methodology and online survey created for this research. The sample is convenient. Results. Final sample consists of 65 health providers. Data indicates relatively low level of knowledge on different aspects of gender affirmation process, but also high level of interest in additional professional training in this area. Conclusion. Data indicates the need for additional training of health providers on working with transgender people during regular medical education and additional professional trainings. Our data can be used as a basis for planning of various trainings and for future research.

Servant leadership, leader gender, and team gender role: Testing a female advantage in a cascading model of performance

AbstractWe integrate the theory of gender role congruity with extant research on servant leadership to propose and test a moderated process model in which we hypothesize that servant leadership's effects on outcomes are stronger when implemented by women, and when it takes place within teams high in feminine gender role composition. Specifically, we theorize that servant leadership's communal emphases on stakeholders and relationships align with female role prototypes, which should lead to female advantages for job performance through the proposed serial mediators of prosocial motivation and follower servant leadership behaviors. We test this moderated, serial‐mediation model in a temporally lagged field study with a multi‐organizational sample including 109 teams. We find evidence that the mediated process model is moderated at the first stage such that in teams higher in feminine gender role composition, servant leadership has greater direct effects on prosocial motivation, as well as indirect effects on follower servant leadership and performance. We do not find support for our hypothesis that a similar moderated effect would emerge for leader sex; instead, we find that the effect of servant leadership on follower servant leadership, and subsequently to performance, is stronger for women leaders than it is for men. The implications of these findings for the servant leadership and role congruity literatures are discussed.

When are women willing to lead? The effect of team gender composition and gendered tasks

It is a well-documented phenomenon that a group's gender composition can impact group performance. Understanding why and how this phenomenon happens is a prominent puzzle in the literature. To shed light on this puzzle, we propose and experimentally test one novel theory: through the salience of gender stereotype, a group's gender composition affects a person's willingness to lead a group, thereby impacting the group's overall performance. By randomly assigning people to groups with varying gender compositions, we find that women in mixed-gender groups are twice as likely as women in single-gender groups to suffer from the gender stereotype effect, by shying away from leadership in areas that are gender-incongruent. Further, we provide evidence that the gender stereotype effect persists even for women in single-gender groups. Importantly, however, we find that public feedback about a capable woman's performance significantly increases her willingness to lead. This result holds even in male-stereotyped environments.

The Effect of Gender on Team-Based Learning Peer Assessment in a Psychiatry Clerkship.

In team-based learning (TBL), peer evaluation is important, but also open to bias. We examined the relation between gender and summative peer feedback over 3 years in all 90 teams created in our psychiatry clerkship. Gender-equivalent (92.7 vs 88.1, p < 0.05) and majority-women (93.6 vs 88.1, p < 0.05) teams scored higher than majority-men in the first 2 years, as did women-majority teams in the third (98.3 vs 94.8, p < 0.05). Mean scores were little-affected by team size. These findings suggest TBL team gender balance can adversely affect peer evaluations. Instructors should consider team gender composition and the weight given to feedback scores.