Managerial Gender Diversity and Firm Performance An Integration of Different Theoretical Perspectives

This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD. Findings...

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Published in:Group & organization management Vol. 41; no. 1; pp. 5 - 31
Main Authors: Schwab, Andreas, Werbel, James D., Hofmann, Heike, Henriques, Paulo L.
Format: Journal Article
Language:English
Published: Los Angeles, CA SAGE Publications 01.02.2016
SAGE PUBLICATIONS, INC
Subjects:
Attainment
Divergent thinking
Financial performance
Gender
Gender relations
Group processes
Management theory
Multiculturalism & pluralism
Nonlinear analysis
Organizational effectiveness
Organizational performance
Panel data
Portugal
Studies
Tokenism
Workplace diversity
Portugal
social identity
gender diversity
organizational performance
tokenism
ISSN:1059-6011, 1552-3993
Online Access:Get full text
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Abstract This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD. Findings from longitudinal panel data from financial service firms in Portugal suggest that the effects of MGD on firm performance are best captured by a non-linear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, subgroup formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of MGD.
AbstractList This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD. Findings from longitudinal panel data from financial service firms in Portugal suggest that the effects of MGD on firm performance are best captured by a non-linear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, subgroup formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of MGD. Reprinted by permission of Sage Publications Inc.
This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD. Findings from longitudinal panel data from financial service firms in Portugal suggest that the effects of MGD on firm performance are best captured by a non-linear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, subgroup formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of MGD. [web URL: http://gom.sagepub.com/content/41/1/5.abstract]
This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD. Findings from longitudinal panel data from financial service firms in Portugal suggest that the effects of MGD on firm performance are best captured by a non-linear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, subgroup formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of MGD.
Author Henriques, Paulo L.
Werbel, James D.
Schwab, Andreas
Hofmann, Heike
Author_xml – sequence: 1
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  surname: Hofmann
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  givenname: Paulo L.
  surname: Henriques
  fullname: Henriques, Paulo L.
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tokenism
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Snippet This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of...
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SubjectTerms Attainment
Divergent thinking
Financial performance
Gender
Gender relations
Group processes
Management theory
Multiculturalism & pluralism
Nonlinear analysis
Organizational effectiveness
Organizational performance
Panel data
Portugal
Studies
Tokenism
Workplace diversity
Subtitle An Integration of Different Theoretical Perspectives
Title Managerial Gender Diversity and Firm Performance
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https://www.proquest.com/docview/1765602496
Volume 41
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