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Is there an association between economic beliefs and perceptions of the efficacy of mixed-gender teams? We approach this question for Latin America using the 2018 Latinobarometer survey. One of the questions in the survey asks respondents if they believe mixed-gender teams in the workplace produce better, worse, or equal results than teams formed exclusively by men. A different question in the same survey asks respondents about their attitudes towards international trade. We explore the relationship between the answers to these two questions. Because women and men bring different skills, points of view, and experiences to a team, pro-trade individuals may be inclined to identify these differences as comparative advantages, and regard mixed-gender teams as the spaces that make the profitable exchange of these advantages possible. Thus, pro-trade individuals may be more likely to perceive mixed-gender teams as more effective than teams formed exclusively by men. Our findings support this theory. (original abstract)
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autor
- Stetson-Hatcher School of Business Mercer University, Macon, Georgia, USA
autor
- Stetson-Hatcher School of Business Mercer University, Macon, Georgia, USA
autor
- Stetson-Hatcher School of Business Mercer University, Macon, Georgia, USA
Bibliografia
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- Ellison, S., & Wallace P. (2014). Diversity, social goods provision, and performance in the firm. Journal of Economics and Management Strategy, 23(2), 465-481. https://doi.org/10.1111/jems.12051
- Hermans, M., Newburry, W., Alvarado-Vargas, M., Baldo, C., ..., & Lasio, M. (2017). Attitudes towards women's career advancement in Latin America: The moderating impact of perceived company international proactiveness. Journal of International Business Studies, 48(1), 90-112. https://doi.org/10.1057/s41267-016-0039-7
- Latinobarómetro Corporation. (2018). Data and report questionnaires. Santiago, Chile. www.latinobarometro.org.
- Mayda, A., & Rodrik, D. (2005). Why are some people (and countries) more protectionist than others? European Economic Review, 49(6), 1393-1430. https://doi.org/10.1016/j.euroecorev.2004.01.002
- Niederle, M., & Vesterlund, L. (2007). Do women shy away from competition? Do men compete too much?" The Quarterly Journal of Economics, 122(3), 1067-1101. https://doi.org/10.1162/qjec.122.3.1067
- O'Rourke, K., & Sinnott, R. (2001). The determinants of individual trade policy preferences: International survey evidence. Brookings Trade Forum. http://dx.doi.org/10.1353/btf.2001.0011
- Radu, C., Deaconu, A., & Frasineanu, C. (2017). Leadership and gender differences - Are men and women leading in the same way? In Alvinius, A. (ed.), Contemporary Leadership Challenges, IntechOpen. https://doi.org/10.5772/65774
- Rosenbaum, P. (2002). Observational Studies. 2nd ed. New York: Springer.
- Scheve, K., & Slaughter, M. (2001). What determines individual trade- policy preferences? Journal of International Economics, 54(2), 267-292.
- Zenger, J., & Folkman, J. (2019). Research: women score higher than men in most leadership skills. Harvard Business Review.
Typ dokumentu
Bibliografia
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bwmeta1.element.ekon-element-000171664485