Fr-SYM-2234-3 - Stereotyping In Diverse Teams And Team Performance

Diversity in work teams
vendredi 19 mai   09:00 AM à 10:00 AM (1 heure)
Teams and workgroups
Diversity in work teams
Stereotyping in Diverse Teams and Team Performance
H. van Dijk 1,*, B. Meyer 2, M. van Engen 3
1Dept. of Organization Studies, Tilburg University, Tilburg, Netherlands, 2Institute of Psychology, TU Chemnitz, Chemnitz, Germany, 3Dept. of Human Resource Studies, Tilburg University, Tilburg, Netherlands
Main Abstract Content: Purpose: Team diversity research to date has ignored how stereotypes may affect team functioning and performance (van Dijk, Meyer, van Engen, & Loyd, 2017). We fill this gap by examining how competence stereotypes affect information sharing and team performance.
Design/Methodology: Ninety-seven four-person gender-diverse teams worked on math or emotional intelligence (EI) problems. Because men are stereotypically believed to be more competent in math, but women are stereotypically believed to be more competent in EI, we used these two different task settings to (a) create disparities in competence attributions among team members while (b) ruling out the possibility that gender effects may affect or explain our findings (cf. Chatman et al., 2008). We video recorded team members’ interactions and coded for information sharing (the number of speech acts that referred to the task content) and member influence (task-related speaking time).
Results: Our findings support our hypotheses that members who are stereotypically perceived as more competent are more influential, and that information sharing can enhance team performance when stereotype-based attributions of competence are accurate (i.e. correspond with a focal member’s actual competence), but inhibit team performance when stereotype-based attributions of competence are inaccurate.
Limitations: Lab study with a student sample, which limits the generalizability.
Research/Practical Implications: Stereotypes drive the dynamics and consequences of diversity in teams.
Originality/Value: Our study makes a compelling case for using theory on the antecedents and consequences of stereotyping to further enrich our understanding of the consequences of diversity in teams.

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