Abstract
Reviewing research on diversity and relational demography in teams and work groups, the authors compare different ways of measuring gender composition and demonstrate that existing practice can be theoretically biased. The authors conclude that within group-level analyses, the proportion of women should be used; whereas within individual-level analyses, the appropriate approach depends on whether a gender-by-gender composition interaction effect is found. The generalizability of this approach to other types of diversity is also discussed.
| Original language | English (US) |
|---|---|
| Pages (from-to) | 456-474 |
| Number of pages | 19 |
| Journal | Organizational Research Methods |
| Volume | 7 |
| Issue number | 4 |
| DOIs | |
| State | Published - Oct 2004 |
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Keywords
- Composition
- Dissimilarity
- Diversity
- Gender
- Relational demography
- Team
- Trait
- Workgroup
ASJC Scopus subject areas
- Management of Technology and Innovation
- Strategy and Management
- Decision Sciences(all)
Cite this
Measuring gender composition in work groups : A comparison of existing methods. / Williams, Helen M.; Mean, Lindsey.
In: Organizational Research Methods, Vol. 7, No. 4, 10.2004, p. 456-474.Research output: Contribution to journal › Article
}
TY - JOUR
T1 - Measuring gender composition in work groups
T2 - A comparison of existing methods
AU - Williams, Helen M.
AU - Mean, Lindsey
PY - 2004/10
Y1 - 2004/10
N2 - Reviewing research on diversity and relational demography in teams and work groups, the authors compare different ways of measuring gender composition and demonstrate that existing practice can be theoretically biased. The authors conclude that within group-level analyses, the proportion of women should be used; whereas within individual-level analyses, the appropriate approach depends on whether a gender-by-gender composition interaction effect is found. The generalizability of this approach to other types of diversity is also discussed.
AB - Reviewing research on diversity and relational demography in teams and work groups, the authors compare different ways of measuring gender composition and demonstrate that existing practice can be theoretically biased. The authors conclude that within group-level analyses, the proportion of women should be used; whereas within individual-level analyses, the appropriate approach depends on whether a gender-by-gender composition interaction effect is found. The generalizability of this approach to other types of diversity is also discussed.
KW - Composition
KW - Dissimilarity
KW - Diversity
KW - Gender
KW - Relational demography
KW - Team
KW - Trait
KW - Workgroup
UR - http://www.scopus.com/inward/record.url?scp=4944223847&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=4944223847&partnerID=8YFLogxK
U2 - 10.1177/1094428104269175
DO - 10.1177/1094428104269175
M3 - Article
AN - SCOPUS:4944223847
VL - 7
SP - 456
EP - 474
JO - Organizational Research Methods
JF - Organizational Research Methods
SN - 1094-4281
IS - 4
ER -