The Impact of Gender Composition on Team Performance and Decision Making: Evidence from the Field

Apesteguía, José; Azmat, Ghazala; Iriberri, Nagore

doi:10.1287/mnsc.1110.1348

“…Instead, we use surveys to assess whether the incentives a¤ect how tasks are allocated, as perceived by the employees. 2 Our results are as follows. We …nd no e¤ect of the team incentive on sales performance.…”

Section: Introductionmentioning

confidence: 86%

Team Incentives, Task Assignment, and Performance: A Field Experiment

Delfgaauw

¹

,

Dur

²

,

Souverijn

³

2017

SSRN Journal

2

0

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. favor of performance -in particular when the incentive plan includes both the leader and the team members. This paper presents the results of a field experiment designed to study the effects of such team incentives on task assignment and performance. We introduce team incentives in a random subsets of 108 stores of a Dutch retail chain. We find no effect of the incentive, neither on task assignment nor on performance. Terms of use: Documents in JEL Classification:C93, M12, M52

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“…Both papers conclude that the forced replacement of board members resulted in a signi cantly negative impact on rm value and pro t. 3 Finally, Apesteguia et al (2011) analyze data from the 2007-2009 editions of an online business game for students to study the e ect of gender diversity on team performance.…”

Section: Matsa and Miller Compare Listed And Unlisted Companies And Cmentioning

confidence: 99%

The Impact of Gender Diversity on the Performance of Business Teams: Evidence from a Field Experiment

Hoogendoorn

¹

,

Oosterbeek

²

,

Praag

³

2013

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This paper reports on a field experiment conducted to estimate the impact of the share of women in business teams on their performance. Teams consisting of undergraduate students in business studies start up a venture as part of their curriculum. We manipulated the gender composition of teams and assigned students randomly to teams, conditional on their gender. We find that teams with an equal gender mix perform better than male-dominated teams in terms of sales and profits. We explore various mechanisms suggested in the literature to explain this positive effect of gender diversity on performance (including complementarities, learning, monitoring, and conflicts) but find no support for them. This paper was accepted by Jesper Sørensen, organizations.

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“…They find that groups are more generous and equalitarian when the dictator group has a majority of women. In a business game, Apesteguia et al (2012) study how the gender composition of teams affects their economic performance. While they find that teams formed by three women are significantly outperformed by any other gender combination, they attribute it to women teams being less aggressive and investing more in social sustainability initiatives.…”

Section: B Men Tend To Prefer the Wm-team To The M-teammentioning

confidence: 99%

Endogenously Emerging Gender Diversity in an Experimental Team Work Setting

Gürerk

¹

,

Irlenbusch

²

,

Rockenbach

³

2017

SSRN Journal

0

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may Abstract:We study gender diversity and performance in endogenously formed teams in a repeated work setting. Participants can choose whether to perform a cooperation task only with members of the own gender or in a mixed-gender team. We find that independent of the team choice, in the initial periods, men contribute significantly more to the team projects than women. This induces men to prefer the successful men-only teams in the subsequent periods, resulting in significantly higher profits for men compared to women. Only over time, this endogenously emerged "gender profit gap" closes.

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The Impact of Gender Composition on Team Performance and Decision Making: Evidence from the Field

Cited by 256 publications

References 27 publications

Team Incentives, Task Assignment, and Performance: A Field Experiment

Team Incentives, Task Assignment, and Performance: A Field Experiment

The Impact of Gender Diversity on the Performance of Business Teams: Evidence from a Field Experiment

Endogenously Emerging Gender Diversity in an Experimental Team Work Setting

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