Team Gender Research Articles

Gender Heterogeneity in TMTs and Boards of Directors

Given the lack of evidence that women in leadership positions shape strategic decision- making, we explore whether the joint effects of top management team (TMT) gender heterogeneity with board of ...

GENDERING DYNAMIC CAPABILITIES IN MICRO FIRMS

ABSTRACT Gender issues are well-researched in the general management literature, particular in studies on new ventures. Unfortunately, gender issues have been largely ignored in the dynamic capabilities literature. We address this gap by analyzing the effects of gender diversity on dynamic capabilities among micro firms. We consider the gender of managers and personnel in 124 Ukrainian tourism micro firms. We examine how a manager's gender affects the firm's sensing capacities and investigate how it moderates team gender diversity's impact on sensing capacities. We also investigate how personnel composition impacts seizing and reconfiguration capacities. We find that female managers have several shortcomings concerning a firm's sensing capacity but that personnel gender diversity increases this capacity. Team gender diversity has positive effects on a firm's seizing and reconfiguration abilities. Our study advances research on gender diversity and its impact on firm capabilities and illustrates its relevance for staffing practices in micro firms.

Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management

Strategic human resource management theory suggests that diversity and equality management (DEM) systems provide a firm with a competitive advantage, leading to superior performance. This study proposes and tests a moderated mediation model focusing on antecedents (i.e. top management team gender diversity) and consequences (i.e. performance) of DEM systems in the context of lower through middle management (LTMM) gender diversity. The model was tested in 248 medium-to large-sized organizations using time-lagged survey and archival data. The findings provide full support for the hypothesis that a gender-diverse top management team is positively associated with DEM systems. The results provide partial support for the following hypotheses: DEM systems are positively associated with performance and this relationship is moderated by LTMM gender diversity; and DEM systems mediate the relationship between TMT gender diversity and performance. We discuss theoretical, research and practical implications.

Genetic Analysis for the Diagnosis of Disorders of Sexual Development in Indonesia

Disorders of sex development (DSD) is defined by congenital conditions in which development of chromosomal, gonadal, or anatomical sex is atypical, while in clinical practice this term means any abnormality of the external genitalia. DSD patients have been managed by a multidisciplinary gender team in our center as collaboration between Dr. Kariadi province referral hospital and Faculty of Medicine Diponegoro University. Diagnosis should be established by specific physical examination hormonal, chromosomal and DNA studies; and imaging for most of the cases depending on indication.Since 2004 the involvement of molecular and cytogenetic analysis so far can diagnosed many of the DSD cases. Most of the genetically proven cases were Congenital Adrenal hyperplasia, Androgen Insensitivity syndrome and sex chromosomal DSD that lead abnormal gonadal development. Many of them remain undiagnosed, further testing such as advanced DNA study should be carried out in collaboration with other center in overseas.The novel genes were found in some cases that contributed for the management of DSD. Information for medical professionals, patients, family members and community about the availability and necessity of DSD diagnosis should be delivered to improve DSD management and patient quality of life.

Gender at work, one size does not fit all

Purpose Leaders have learned to lead men. Women are different and organisations will need to adapt to maximise progress and performance of women as well as men. Line managers need to be aware of gender differences in their approach of a mixed gender team. The paper aims to discuss this issue. Design/methodology/approach In a review of literature, key gender differences that could play a role at work were identified. Five top sports coaches were interviewed to find how they had to adapt to improve performance of female teams. Practical application of their strategies in organisations was tested in four workshops and 15 interviews with women and managers. Findings Six key gender differences were identified. Top sports coaches confirmed that they had to adapt their style to a female team, and could relate those to some of the differences from literature. The workshops and interviews showed that teaching managers to adapt their style is a promising approach. Research limitations/implications The research was set up to find if there is merit in being aware of gender differences in organisations. There is, but as it is exploratory research it is now important to find further evidence. Originality/value Gender diversity efforts tend to be focused on equality, flexible working, and upgrading women’s skills. This paper highlights that those initiatives are not enough, and organisations need to adapt to women’s needs to maximise performance and progress of women as well as men.

Effects of gender in library and information science research

Purpose This study aims to showcase the effect of gender in the field of library and information science. Design/methodology/approach Research and review articles published from 2005 through 2014 in The Electronic Library, a prominent journal in the field of Library and Information Science, were examined from the perspective of authors’ gender. Influence of gender was assessed with respect to at individual and collaborative levels, quality in terms of citedness and citation count, and receipt of research grants. Findings There has been an increase in the proportion of male authors over the years with a resulting decline in female authors. Male authors are more productive as teachers, while females contribute more as working professionals or while they peruse their academic/research programmes. Though the productivity in collaborative works has increased in all gender combinations, it is more prominent when authors of opposite gender team up. No significant difference is observed in the number of national or international works produced in different collaborative authorship patterns. There is no difference in the number of male and female authors in male–female collaborative works. Works sponsored by grants are produced more frequently in groups comprising male–female or male–male members. No significant difference is observed in the number of cited or uncited works produced in different authorship patterns. The number of citations to works is independent of the nature of gender-wise authorship patterns. Research limitations/implications The study examines the status of women in research, specifically in the field of library and information science. The findings of the study are based on the contribution of the authors involved with the journal, “The Electronic Library”. Readers are encouraged to expand the study by including authors that contribute to other library and information science journals. Originality/value The study is first of its kind to highlight the involvement and observe the influence of female authors in the field of library and information science research.

Student–Athletes’ Experiences of Bullying on Intercollegiate Teams

This study sought to explore student–athletes’ experiences of bullying on intercollegiate teams. Eight team captains, five males and three females, were interviewed about their own experiences with bullying as well as their perceptions of the experiences of their teammates as victims, perpetrators, and onlookers of bullying. The findings revealed that bullying behaviors were perceived as common occurrences on intercollegiate sports teams with relational aggression being the most frequently reported form of bullying. The team captains believed that athletic ability, seniority on the team, age, personality, commitment, and work ethic influenced vulnerability to being bullied and the nature of the responses to bullying behaviors. Bullying behaviors were commonly accepted as part of the sport culture because of traditions and the competition and aggression inherent in sport. Recommendations are posed for exploring bullying experiences with respect to gender differences, single-gender versus mixed gender teams, and various social positions on teams.

Management of Gender Dysphoria and Creation of a “Gender Team”

Management of Gender Dysphoria and Creation of a “Gender Team”

Características Psicológicas de Rendimiento Deportivo en Deportes de Conjunto

In order to identify the differences of psychological characteristics related to performance, in relation to team sports (soccer, basketball, volleyball and futsal) and gender, a non-experimental study was realized with a non-probabilistic sample of 205 athletes (87 women, 42.4 % - 118 men, 57.6 %) of Quindio, Colombia. The questionnaire for Psychological Characteristics related to the Sports Performance (CPRD) was used. The results of the overall scores showed significant differences in all sports; equally, differences in the team cohesion between the genders were observed. In the analysis of sport modality, differences between soccer, volleyball and futsal were found. These results suggest that the psychological intervention programs should be appropriated to the gender, the training demands and competition in different sports.

Entrepreneurial team gender diversity and innovation performance of new high technology ventures

Scholars and the media tend to focus on women entrepreneurs’ activities in a narrow collection of industries and in limited roles, which has created a long- standing conception of entrepreneurship ...

Interdisciplinary Program in Sweden Related to Transgender Voice

Gender incongruence occurs when there is a discrepancy between gender identity and a person's sex assigned at birth and their bodily appearance. Sweden was the first country in the world to pass a law regulating a person's legal right to change gender. There are six psychiatric gender teams in Sweden responsible for diagnostic assessments and coordination of gender confirming medical interventions. Extended gender teams include endocrinologists, speech-language pathologists, phoniatricians, gynecologists, dermatologists, and surgeons. All male-to-female (MtF) and female-to-male (FtM) transgender individuals are referred for voice assessment when a gender dysphoria diagnosis has been confirmed. Voice assessment includes questionnaires and voice recordings in habitual and loud voice and voice range profiles. Voice and communication therapy is provided for both MtF and FtM individuals. Pitch-raising surgery can be considered and pre- and post-operative voice therapy is required for optimal results. The Swedish Association for Transsexual Health was launched 2004. The national guidelines were recently updated to make those more congruent with WPATH's Standards of Care version 7. A national quality registry for Gender Dysphoria has been accepted for financial support. The registry will in the future be a unique source to provide data concerning patient satisfaction, safety, and life quality.

An evaluation of collaborative research in a college of engineering

Abstract A frequently used measure of scientific (or research) collaboration is co-authorship in scholarly publications. Less frequently used are joint grant proposals and patents. Many scholars believe that the use of co-authorship as the sole measure of research collaboration is insufficient because collaboration between researchers might not result in co-authorship. Collaborations involve informal communication (i.e., conversational exchange) between researchers. Using self-reports from 100 tenured/tenure-track faculty in the College of Engineering at the University of South Florida, researchers’ networks are constructed from their communication relationships and also from collaborations in three areas: joint publications, joint grant proposals, and joint patents. The data collection: (1) covers both researchers’ in-progress and completed collaborative outputs, (2) yields a rating from the researchers on the importance of a relationship to them and (3) obtains multiple types of relationship ties between researchers allowing for the comparison of multiple networks. Exponential random graph models (ERGMs) results show that the more communication researchers have the more likely they produce collaborative outputs. Furthermore, we find that joint grant proposals tend to have mixed gender teams and that researchers of the same race are more likely to publish together, but those demographic attributes have no additional explanatory power regarding joint patents.

Performance effects of top management team gender diversity during the merger and acquisition process

Purpose– The purpose of this paper is to uncover the performance effects of top management team (TMT) gender diversity in the merger and acquisition (M&A) process. To do so, an integration of the upper echelons perspective and the M&A process literature is offered to consider the “double-edge sword” of gender diversity on both pre- and post-integration performance. Additionally, the boundary effects of acquirer experience on the TMT gender diversity-performance relationship is examined.Design/methodology/approach– The hypotheses are tested in a sample of 310 acquisitions by Fortune 1,000 companies. Multiple regression analysis is utilized to test the effects on the two different performance variables.Findings– The findings reveal that TMT gender diversity is beneficial to pre-integration performance, but hinders post-integration performance. Additionally, the findings provide evidence that acquirer experience can overcome the negative effects of gender diversity in post-integration performance.Originality/value– This study contributes to a better understanding of the double-edge sword of TMT gender diversity by providing evidence that performance implications depend on the performance variable of interest. Specifically in the M&A context, gender diversity has differing effects on pre- and post-integration performance.

The relationship between ethical and abusive coaching behaviors and student-athlete well-being.

Drawing on social–cognitive theory, this research examined the impact of college coaches’ ethical and abusive behavior on their athletes’ college choice satisfaction, perceptions of the team’s inclusion climate, and team members’ willingness to cheat. We examined the relative impact of these coaching behaviors controlling for team gender as well as the contextual influences of the profile of the sport, National Collegiate Athletic Association Division, and ethical climate at the school. Results from a multilevel analysis of the National Collegiate Athletic Association’s quadrennial Growth, Opportunities, Aspirations, and Learning of Students in College (GOALS) survey (N 19,920 student-athletes) provided general support for our theoretically derived hypotheses. Ethical leadership was positively related to student-athletes’ college choice satisfaction, as well as their perceptions of inclusion climate on the team. Abusive coaching behavior was also positively related to team members’ willingness to cheat. Perceptions of the ethical climate at the school were related to all 3 outcomes. We found only partial support for the relationship between abusive behavior, inclusion climate, and college choice satisfaction. Unexpectedly, ethical leadership was unrelated to student-athletes’ perceptions of their teammates’ willingness to cheat.

‘Last year we used to call it a man's hammer’: (un)doing masculinity in everyday use of working tools within vocational education

This study focuses on how masculinity is oriented to in everyday interactions where both female and male students are learning how to use working tools in an auto-mechanics environment in an upper secondary school in Sweden. Data are drawn from video-ethnographic work during two years in a beginner's level workshop within a Vehicle engineering program. The study contributes to research on masculinity and technology. An ethnomethodological approach is taken in order to explore how gender is oriented to in everyday teacher–student and student–student interactions within everyday auto-mechanic practices. It is demonstrated how the handling of auto-mechanic devices in the beginning of term becomes associated with conventionalized understandings of what it means to be a man. However, when students start to work together in mixed gender teams any social actions that link auto mechanics with masculinity are downplayed or playfully challenged. We argue that the shifting enactments of gendered forms in everyday auto-mechanic work suggest certain openness for future changes in the gendered relations of vocational practices.

Men's and Women's Health as a Function of Gender Composition in Work Teams

This research contributes to the ongoing debate about the relationship between gender and health by shedding light on the role of team gender diversity. In Study 1 the relationship between gender diversity in teams and individual-level health symptoms of men and women was examined in two consecutive years in 220 work teams from a German public administration (Year 1, N = 4538; Year 2, N = 5182). As expected, we found that individual- level gender was not related to health symptoms but that team gender composition determined this relationship. Specifically, controlling for several confounding variables (e.g., group size, task complexity, job level), we found that women reported more health symptoms as the proportion of female employees in the team increased, while men’s self-reported health symptoms remained invariant. This effect was stable over two years. In a second study, including 304 employees working in 61 teams in an Israeli financial services organization, we found that team gender diversity had a...

Valuing Gender Diversity in Teams: the Importance of Attitudes and Degree of Gender Diversity

Team gender diversity has been much debated in many different contexts – not least since the search for a main effect of diversity on performance was launched. However, results have so far been inc...

Group Norms in Youth Sport: Role of Personal and Social Factors

The purpose of this study was to investigate youth athletes’ perceptions of group norms for competition, practice, and social setting contexts in relation to personal and social factors. A secondary purpose of this study was to examine the interactions of the personal and situation factors on perceptions of group norms. Participants included 424 athletes from 35 high school sport teams who completed a survey assessing team norms in competition, practice, and social settings. Multilevel analysis results revealed differences in group norms by gender as well as gender by team tenure and gender by sport type interactions. Female teams held higher perceptions of norms for competition, practice, and social settings than male teams. Interactions between gender and team tenure and gender and sport type revealed significant differences in practice norms. No differences were found in norms by group size. The findings suggest that examining the characteristics of the team members (i.e., gender, team tenure) and team (i.e., type of sport) may enhance our understanding of group norms in a youth sport setting.

Medical Treatment of Subjects with Gender Identity Disorder: The Experience in an Italian Public Health Center

ABSTRACTHormonal treatment is the main element during the transition program for transpeople. The aim of this paper is to describe the care and treatment of subjects, highlighting both the endocrine-metabolic effects of the hormonal therapy and the quality of life during the first year of cross-sex therapy in an Italian gender team. We studied 83 subjects (56 male-to-female [MtF], 27 female-to-male [FtM]) with hematological and hormonal evaluations every 3 months during the first year of hormonal therapy. MtF persons were treated with 17βestradiol and antiandrogens (cyproterone acetate, spironolactone, dutasteride); FtM persons were treated with transdermal or intramuscular testosterone. The WHO Quality of Life questionnaire was administered at the beginning and 1 year later. Hormonal changes paralleled phenotype modifications with wide variability. Most of both MtF and FtM subjects reported a statistically significant improvement in body image (p < 0.05). In particular, MtF subjects reported a statistically significant improvement in the quality of their sexual life and in the general quality of life (p < 0.05) 1 year after treatment initiation. Cross-sex therapy seems to be free of major risks in healthy subjects under clinical supervision during the first year. Selected subjects show an optimal adaptation to hormone-induced neuropsychological modifications and satisfaction regarding general and sexual life.

The Impact of Top Management Team Gender Diversity in Firm Competitive Aggressiveness

The top management team (TMT) of the firm has been found to significantly affect the maneuvering of the firm in the competitive landscape, which has been found to become more dynamic as the competi...