Unlocking the effects of gender faultlines on team creativity: is activation the key?

The purpose of this study was to use faultline theory to examine the effects of gender diversity on team creativity. Results from 80 teams working on an idea generation task indicated that the activation of gender faultlines negatively affected the number and overall creativity of ideas. However, gender faultlines that were not activated had no effect. Results also indicated that the relationship between activated gender faultlines and team creativity was partially mediated by the level of conflict within the team. Specifically, emotional conflict partially mediated the effects of activated gender faultlines on the number of ideas generated. Implications are discussed, as well as possible limitations and directions for future research.     

Gender subgroups and intergroup perception: adolescents' views of own-gender and other-gender groups

The authors examined intergroup bias and perceived group variability regarding gender subgroups relevant to the adolescent culture. Participants were 126 high school students, between 16 years and 19 years of age, who listed male and female subgroups, performed a series of group perception tasks, and, for each subgroup, indicated whether they themselves belonged to the group. Results showed that adolescents' perceptions of gender subgroups were subject to in-group favoritism and out-group derogation, as well as to group homogeneity effects. In line with predictions derived from Optimal Distinctiveness Theory, male and female participants favored in-groups over own-gender and other-gender out-groups and favored other-gender out-groups over own-gender outgroups. Ambivalence was particularly high with other-gender out-groups. The authors discussed implications for future research on the development of gender prejudice and for interventions to reduce prejudice.     

Demographic faultlines: a meta-analysis of the literature

We propose and test a theoretical model focusing on antecedents and consequences of demographic faultlines. We also posit contingencies that affect overall team dynamics in the context of demographic faultlines, such as the study setting and performance measurement. Using meta-analysis structural equation modeling with a final data set consisting of 311 data points (i.e., k [predictor-criterion relationships]), from 39 studies that were obtained from 36 papers with a total sample size of 24,388 individuals in 4,366 teams, we found that sex and racial diversity increased demographic faultline strength more than did diversity on the attributes of functional background, educational background, age, and tenure. Demographic faultline strength was found to increase task and relationship conflict as well as decrease team cohesion. Furthermore, although demographic faultline strength decreased both team satisfaction and team performance, there was a stronger decrease in team performance than in team satisfaction. The strength of these relationships increased when the study was conducted in the lab rather than in the field. We describe the theoretical and practical implications of these findings for advancing the study of faultlines.     

Stereotypes in Persuasive Communication: Influence Exerted by a Disapproved Source

The present paper examines how someone's use of stereotypes can exert influence over others' judgments. In the 2 studies reported here, participants were presented with messages containing information provided by a source. In Study 1, the source was an in-group member. The messages were manipulated in a between-subjects design so that participants were either given stereotypical or counterstereotypical information. After being given a hint regarding the source's estimate, participants were asked to provide their own estimates about a number of points displayed on a computer screen. Results indicate that participants tended to use as an anchor the estimate provided by the source that made use of stereotypes. In Study 2, an out-group member provided participants with information that was either stereotypical or neutral. Again, results indicate that participants were influenced by the source making use of stereotypes.     

Intergroup contact: The typical member and the exception to the rule

Three studies examined the role of the perceived typicalness of an out-group member on her effectiveness in improving evaluations of her group. Subjects were students at two adjacent colleges. In the first study they interacted with a member of the out-group college. The interaction was either pleasant or unpleasant, and the contact person either confirmed or disconfirmed several stereotypes of the out-group (typicalness manipulation). Subjects evaluated the out-group most favorably when they interacted with the typical-pleasant member of the out-group. The second study demonstrated that contact with a highly typical member is not beneficial if her typicalness is based on stereotypes that reflect negatively on the subject's in-group. Several explanations of the typicalness findings were considered in a third study. Support was found for the hypothesis that the more typical member is perceived to be more predictive of the personality and actions of other out-group members.     

Intergroup conflict, out-group derogation, and self-directed negative affect among Italian South Tyroleans

In South Tyrol, a multiethnic Italian province, the authors examined the self-directed negative affect that members of an Italian group experienced after they evaluated members of the German and Albanian groups. The authors examined the affect as a function of out-group derogation. The authors argued that to the extent that out-group derogation may run counter to norms toward intergroup fairness, such normative nonconformity will elicit negative affect directed at the self as a function of perceived intergroup conflict. The findings support the authors' line of reasoning: among Italian South Tyroleans, those who expressed greater out-group derogation were led to experience stronger negative self-directed affect when they rated a low-conflict out-group, but not when they rated a high-conflict out-group, compared to participants whose out-group derogation was less.     

群际接触减少偏见的机制：一项整合的研究

以321名少数民族大学生为被试,考察了民族接触（与汉族）、交往态度、民族认同、民族本质论、民族刻板印象和群际焦虑等变量,以整合的视角探讨了民族接触促进民族交往的机制问题。研究结果表明：民族接触通过降低群际焦虑和民族认同、减弱消极刻板印象和民族本质论而间接促进了民族交往,民族认同在民族接触和民族本质论之间、消极刻板印象在民族接触和群际焦虑之间存在中介作用。这项整合的研究理论上丰富了群际接触减少偏见的机制研究,发现了新的中介变量,对促进民族交往的实践具有指导意义。     

When beliefs are not enough: Examining the interaction of diversity faultlines,task motivation,and diversity beliefs on team performance

Diversity faultline strength – the extent to which diversity attributes within a group converge in such a way that they split a group into homogeneous subgroups – can decrease group performance. Based on the categorization–elaboration model (CEM) of workgroup diversity, we assumed that task motivation can overcome the detrimental effects of faultlines. We further assumed that this effect is contingent on the groups' diversity beliefs and that it is mediated by the elaboration of task-relevant information. Forty-three student groups worked on a computer-simulated complex problem solving scenario. The group faultline strength was calculated over the attributes gender, age and educational background. Information elaboration was elicited by means of behavioural coding. Results revealed a three-way interaction of faultline strength, diversity beliefs and task motivation: groups overcame the detrimental effects of faultlines only if they exhibited pro-diversity beliefs and high task motivation. The three-way interaction of faultline strength, diversity beliefs and task motivation was partly mediated by information elaboration. Practical and theoretic implications are discussed.     

Decoupling Children’s Gender-based In-Group Positivity from Out-Group Negativity

In the current study we attempted to determine whether children’s gender-based intergroup biases reflect positive attitudes toward the in-group and/or negative attitudes toward the out-group. Third through fifth grade children were asked to determine whether positive and negative traits described boys, girls, both genders, or nobody. This methodology allowed for separate evaluation of in-group favoritism and out-group derogation. Girls and children who perceived their gender as important viewed their in-group as having more positive than negative attributes and more positive and less negative attributes than the out-group. Boys and children who viewed gender as less important viewed both genders as having more positive than negative attributes. These results support Brewer’s (Journal of Social Issues 55:429–444, 1999) claim that in-group love and out-group hate are not reciprocally related.     

The effect of gender stereotype activation on entrepreneurial intentions

In this study, the impact of implicit and explicit activation of gender stereotypes on men's and women's intentions to pursue a traditionally masculine career, such as entrepreneurship, was examined. On the basis of stereotype activation theory, it was hypothesized that men and women would confirm the gender stereotype about entrepreneurship when it was presented implicitly but disconfirm it when it was presented explicitly. Hypotheses were tested by randomly assigning 469 business students to one of 6 experimental conditions and then measuring their entrepreneurial intentions. Results supported the hypothesis when entrepreneurship was associated with stereotypically masculine characteristics but not when it was associated with traditionally feminine characteristics. Men also had higher entrepreneurial intention scores compared with women when no stereotypical information about entrepreneurship was presented, suggesting that underlying societal stereotypes associating entrepreneurship with masculine characteristics may influence people's intentions. However, men and women reported similar intentions when entrepreneurship was presented as gender neutral, suggesting that widely held gender stereotypes can be nullified. Practical implications and directions for future research are discussed.     

语法性别对认知的影响及其机制

语法性是许多语言中普遍存在的现象。它本质上属于句法属性,但是一定程度上关联着语义,而且会影响个体对物体的分类、知觉、认知加工,以及对二语的学习等认知活动,其对认知的影响程度受任务、语言、语法性透明度等因素调节。语法性影响认知的机制主要有概念水平上的相似性假设;生物性假设;词汇水平上的双选择模型。未来的研究要进一步探究语法性的认知机制、二语学习中语法性习得的认知过程、语法性不同形式性别差异影响的机制。     

Gender Typed Advertisements and Impression Formation: The Role of Chronic and Temporary Accessibility

In this research, we tested the effects of chronic and temporary sources of accessibility on impression formation. Although some research suggests that chronicity amplifies temporary effects because of greater susceptibility to external primes, other research suggests that chronicity masks temporary effects because of redundance. We demonstrate in a thought listing study that in the domain of gender stereotypes, trait stereotypes may be routinely applied by those with a medium or high tendency to stereotype women, making external primes redundant. Based on this redundancy, we proposed that gender stereotypical primes will have little influence on subsequent judgments of those with a medium or high tendency to gender stereotype. In contrast, gender stereotypical primes will result in the classic assimilation effect for those with a low tendency to gender stereotype. We tested these propositions in the domain of female role portrayals in advertising and examined the effect of advertisements that feature women as homemakers (vs. do not feature women) on trait judgments of a target woman whose behaviors are ambiguously described. Results from 2 experiments show that, as predicted by the redundancy hypothesis, judgments of medium and high tendency to stereotype participants are not affected by advertisements portraying homemakers. Also as expected, judgments of low tendency to stereotype participants are assimilated to the homemaker prime. These results hold across tendency to trait stereotype (Experiment 1) and tendency to role stereotype (Experiment 2) and for trait judgments as well as gift choice. Theoretical and practical implications of these findings are discussed.     

Explanations for positive and negative behavior: the intergroup attribution bias in achieved groups

Previous research into intergroup attribution has addressed mainly the behavior of groups to which members are ascribed (e.g. gender, race). The attribution processes of groups of which membership is achieved (e.g. friendship groups) is less well understood, and the current study sought to address this. Fifty-five undergraduate participants were asked to explain the positive and negative behavior of a member of the in-group and a member of the out-group. As predicted, the participants attributed an in-group member's positive behavior more, and their negative behavior less, to internal, global, and specific causes than they did the corresponding behavior of an out-group member. There was also evidence that the participants employed a strategy of out-group derogation in their attributions: they made a higher intemality rating for an out-group member's negative behavior than they did for that person's positive behavior. It is proposed that the current study's use of achieved groups maximized participants' levels of group identification, and that this in turn motivated behavioral strategies aimed at protecting that identity.     

Matching Abilities to Careers for Others and Self: Do Gender Stereotypes Matter to Students in Advanced Math and Science Classes?

Interest in STEM (science, technology, engineering, and mathematics) careers falls off more quickly for young women than for young men over adolescence, and gender stereotypes may be partially to blame. Adolescents typically become more stereotypical in their career interests over time, yet they seem to become more flexible in applying stereotypes to others. Models of career interest propose that career decisions result from the alignment of self-perceived abilities with occupation-required skills and that gender stereotypes may influence this process. To investigate the discrepancy between applying stereotypes to self and others, we examined if these models can be applied to perceptions of others. Focusing on students from fifth grade through college enrolled in advanced STEM courses, we investigated how STEM occupational stereotypes, abilities, and efficacy affect expectations for others’ and own career interests. U.S. participants (n = 526) read vignettes describing a hypothetical male or female student who was talented in math/science or language arts/social studies and then rated the student’s interest in occupations requiring some of those academic skills. Participants’ self-efficacy, interest, and stereotypes for STEM occupations were also assessed. Findings suggest that ability beliefs, whether for oneself or another, are powerful predictors of occupational interest, and gender stereotypes play a secondary role. College students were more stereotypical in their ratings of others, but they did not manifest gender differences in their own STEM self-efficacy and occupational interests. Experiences in specialized STEM courses may explain why stereotypes are applied differentially to the self and others.     

Explanations for positive and negative behavior: the intergroup attribution bias in achieved groups

Previous research into intergroup attribution has addressed mainly the behavior of groups to which members are ascribed (e.g. gender, race). The attribution processes of groups of which membership is achieved (e.g. friendship groups) is less well understood, and the current study sought to address this. Fifty-five undergraduate participants were asked to explain the positive and negative behavior of a member of the in-group and a member of the out-group. As predicted, the participants attributed an in-group member's positive behavior more, and their negative behavior less, to internal, global, and specific causes than they did the corresponding behavior of an out-group member. There was also evidence that the participants employed a strategy of out-group derogation in their attributions: they made a higher intemality rating for an out-group member's negative behavior than they did for that person's positive behavior. It is proposed that the current study's use of achieved groups maximized participants' levels of group identification, and that this in turn motivated behavioral strategies aimed at protecting that identity.     

The development of classificatory skills and sex-trait stereotypes in children

The development of knowledge of sex-trait stereotypes was related to changes in classification skills during childhood. Children of 4, 6, and 8 years of age were tested for knowledge of sex-trait stereotypes on the Williams, Bennett, and Best measure; ability to reclassify sex-traits; and on measures of consistent sorting and reclassification. Knowledge of sex-trait stereotypes improved with age and with performance on the consistent sorting task. Subjects who were able to recognize that sex traits are manifested by persons of both genders were older and more likely to pass measures of nonsocial reclassification. Claims that some males manifest feminine behavior did not change with age. The findings suggest that at first, traits are classified as stereotypical of a gender category; but with increasing cognitive level, these traits become less stereotypical of gender.This study was supported by National Institute of Mental Health Grant MH 29863 to Robert Leahy. The authors wish to acknowledge the assistance of Jill Bresler in the collection and scoring of data.     

Constructive or cruel? Positive or patronizing? Reactions to expressions of positive and negative stereotypes of the mentally ill

Previous research has shown that people respond with greater sensitivity to negative stereotypical comments about a group that are made from someone outside the group in question than from someone who belongs to the group. In this paper, we investigated if the same effect occurs in response to comments made about stigmatized groups. Specifically, we examined how people react to comments made about the mentally ill. The conditions under which people accept or reject stereotypes of the mentally ill may shed light on the conditions necessary for effective anti-discrimination campaigns. In the current study, participants responded to positive or negative stereotypes of the mentally ill voiced by either someone who has, or has not, suffered from a mental illness. Participants were more sensitive, agreed less, and evaluated the speaker less favourably when comments came from the out-group rather than the in-group source. The effects were strongest for negative comments, however contrary to previous research participants also responded less favourably to positive comments from the out-group source. These reactions were mediated by the perceived constructiveness of the speaker's motives. Implications for the effectiveness of anti-discrimination campaigns are discussed.     

Suppression and hypothesis testing: does suppressing stereotypes during interactions help to avoid confirmation biases?

Recent work indicates that trying not to think in stereotypical terms increases the accessibility of stereotypical information, which paradoxically results in more stereotypical judgments. The present study translated the colour‐blindness ideology in general and stereotype suppression research in particular into an hypothesis testing setting. Participants who were asked to suppress their stereotypes when selecting a set of questions were indeed less guided by ambient stereotypes than control participants, thereby showing a reduction of the classical confirmation orientation in question preferences. Still, compared to control participants, suppressors also later reported more polarized impressions such that consistent targets were seen as more stereotypical and inconsistent ones as more counter‐stereotypical. Moreover, group evaluations were more stereotypical for suppressors than for controls indicating that suppression had led to stronger activation of the stereotypical representation. Results are discussed in light of the prevailing belief regarding the benefits of political correctness and colour‐blindness. Copyright © 2003 John Wiley & Sons, Ltd.     

To believe or not to believe? The joint impact of faultlines and pro-diversity beliefs on diplomats’ performance

Diversity faultlines can have a detrimental impact on team performance. To test whether this impact depends on leaders’ and members’ pro-diversity beliefs, we examined 41 leaders and 219 members of teams working for the German Ministry of Foreign Affairs. Findings indicated that the negative impact of diversity faultlines on team performance was weakest when leaders and members held strong pro-diversity beliefs. However, we did not find support for the assumed two-way interactions between faultline strength and leaders’ or members’ pro-diversity beliefs or the mediating effect of Leader-Member Exchange. Our results highlight the joint impact of leaders’ and members’ pro-diversity beliefs for attenuating the negative consequences of diversity faultlines on team performance.     

Perceived consensus influences intergroup behavior and stereotype accessibility

Past research has demonstrated the powerful influence other people have on the thoughts and behaviors of individuals. However, the study of intergroup attitudes has focused primarily on the influence of direct exposure to out-group members as determinants of stereotypes and prejudice. Two experiments tested the hypothesis that learning that others share one's intergroup beliefs influences intergroup attitudes and behavior as well as stereotype representation. Experiment 1 demonstrated that learning that one's beliefs are shared or not shared with others influences attitudes, behavior, and the strength of the attitude-behavior relationship. Experiment 2 demonstrated a potential mechanism for such effects by showing that learning about whether others share one's stereotypes influences the accessibility of those stereotypes and related stereotypes.