Sex differences in group task performance.

Abstract

This research assessed whether males and females differ in their group task performance. Participants worked individually or in three-person same-sex groups on a production task, which required the generation of ideas, or on a discussion task, which required group members to reach consensus concerning their evaluation of an issue. Because the content of the tasks was carefully selected not to favor the interests and expertise of one sex over the other, no sex differences were expected when subjects worked individually. Indeed, no gender differences were obtained in individual production performance and only the creativity of the discussion problems was affected by gender, such that males working individually generated more creative solutions than did females. In addition, consistent with prior research, men in groups generated more solutions to the production problems than did women, and women in groups generated higher quality solutions to the discussion problems than did men.

Intergroup Competition as a Double-Edged Sword: How Sex Composition Regulates the Effects of Competition on Group Creativity

“…extent that the combination and integration of a variety of ideas facilitates group creativity, women's tendency to engage in positive interpersonal behaviors should be associated with higher levels of creativity compared with groups composed of men (Wood 1987). Providing some initial support for this line of reasoning, Wood et al (1985) found that groups composed entirely of women generated more creative solutions to a set of three problems than groups composed entirely of men. In addition, Woolley et al (2010) found that the proportion of women in a group significantly correlated with the group's collective intelligence-a strong predictor of group performance across a variety of domains, including creativity.…”

“…The logic that the interactive effects of intergroup competition and sex composition on creativity largely operate through collaboration implies that this variable may serve to mediate the effects hypothesized in this study (Wood 1987, Wood et al 1985. Thus, we also hypothesize the following.…”

Does gender diversity in the audit committee influence key audit matters' readability in the audit report? UK evidence

“…The basis of most of the studies cited in the paper includes either the principal agent theory or stakeholder theory, or the combination stakeholder agency theory (Hill & Jones, 1992;Laplume, Sonpar, & Litz, 2008). Various results of gender differences on boards have been reported: more effective communication capabilities (Wood, Polek, & Aiken, 1985), increased incentives to ask critical questions (Konrad, Kramer, & Erkut, 2008), and better group thinking (Wood et al, 1985). Various results of gender differences on boards have been reported: more effective communication capabilities (Wood, Polek, & Aiken, 1985), increased incentives to ask critical questions (Konrad, Kramer, & Erkut, 2008), and better group thinking (Wood et al, 1985).…”

Role congruity theory of prejudice toward female leaders.

“…Leader roles in groups that deal with interpersonally demanding tasks should incorporate social skills and thus present less incongruity with the female gender role. In general, women's positive social contributions become more relevant to leadership for tasks requiring negotiation and extensive sharing of ideas (W. Wood, 1987;W. Wood, Polek, & Aiken, 1985), allowing women more opportunity to achieve leadership.…”