| dc.description.abstract | The aim of this cross-sectional questionnaire study was twofold. First, the relationships between team gender diversity and team performance, and between team gender diversity and team satisfaction were examined for 197 office employees from a technical service company located in the UK. Interdependence was taken into account as a moderator to explain the divergent outcomes from previous team diversity studies. Interdependence is argued to weaken the otherwise negative relationships between team gender diversity and team performance and team gender diversity and team satisfaction. No relationship was found between team gender diversity and the two outcome variables. Interdependence, however, was positively associated with both outcome variables. Secondly, the relationship between percentage of women in a team and prejudice against women was examined for the 124 male participants, with positive contact as a mediator of this relationship. A negative relationship was found between percentage of women in a team and prejudice against women, but positive contact did not explain this relationship. A higher percentage of women in a team was related to less reported prejudice against women by male employees. The results of the first part of the study signal the importance of studying other (contextual) factors, such as interdependence rather than team gender diversity, that influence team performance and team satisfaction. The second part of the results show the importance of studying team gender diversity in relationship with interhuman relations, and not just with organisational outcomes. | |
