Introduction
This paper presents an examination of the journal entitled “Asymmetric reactions to work group sex diversity among men and women” by Chatman and O’Reilly.
Core research questions
The primary question that the researchers sought to answer was how men do and women react to work group diversity. The motivation to conduct the study was driven by the researchers’ observance that even though researches regarding the impact of demographic diversity on the organization and its members abound, there are still no definitive conclusion about the subject. Research findings according to the researchers seemed contradictory. This lead the researchers to conduct an in-depth study on the subject of ‘asymmetric reactions to work group sex diversity among men and women;, which included 178 professional men and women working for a clothing manufacturer and retailer. The researchers sought to answer the following questions:
1. What are differences of the reactions of men and women on various work group diversity?
2. How do society-level status expectations for men and women at work affect their group sex diversity reactions?
General theoretical framework
The study was generally founded on “Status expectations theory” and “similarity-attraction theory”. The study followed the same line of research as Kanter (1977). Kanter (1977) suggested that when members of either sex find themselves outnumbered by the other, there will be consequences. Status expectations theory states that differences between men and women’s reactions to work group sex diversity are fueled by the differences in their status in society and how these differences play out at work. In investigating on status expectations, Berger et al (1980) focused on status characteristics. A status characteristic is defined as any valued attribute implying task competence. Such characteristics are viewed as having two levels or states, one carrying a more positive evaluation than the other (Ridgeway and Smith-Lovin 1999). Similarity-attraction theory was also used by the researchers as a ground for the research. Similarity-attraction theory suggests that women and men in work groups are influenced by their intentions of instrumental career objectives or social support.
Methods used
The method used for data gathering was survey. Survey is basically done to collect data from many individuals in order to understand something about them as a whole. The researchers used the survey research method to collect data on facts about the employees of an organization regarding a topic. The survey was intended to collect data on the employees’ reactions to the topic being investigated as well as their behaviors and unobservable variables such as attitudes, feelings and beliefs. Survey methodology according to Coldwell and Herbst (2004) is basically grounded on the idea of measuring variables through questioning respondents to examine the relationship between variables.
Although the researchers were able to achieve their research objectives through survey research, we must also bear in mind that the research has something to do with human behavior. It could have been useful to combine survey research with structured observation in this kind of research. Observing how employees behave in groups and how they react in group sex diversity can be useful in framing a conclusion for the research. Bryman and Bell (2007) argue that researchers conducting survey research encounter difficulty with this particular research method in investigating behavior. One of the these problems is problem of meaning in which differences in interpretation may affect the response of the respondents. Another problem is problem of omission in which respondents may accidentally exclude key terms in the question. These problems together with many others may affect the result of the research.
Results of the study
In conducting the research, the researchers formulated 4 hypotheses which will be tested in the data gathering and interpretation stage. The researchers also identified the independent and dependent variables. After the data gathering and analysis procedure, the researchers found out that there is a difference between the reports of men and women on the likelihood that they will transfer out of work groups which is composed of both males and females. The results also reveal that women reported higher likelihood of leaving a balanced group than a female- or male-dominated group. The researchers also found out that women in groups with more women are more committed to the group while they are less committed to groups which are male-dominated. Men on the other hand, who worked in homogeneous groups are less committed compared to those who worked in balanced and male-dominated groups. Women also reported lower positive effect when working in male-dominated groups, while men reported high levels of positive affect while working in male-dominated groups. Lastly, women viewed their female-dominated work groups as more cooperative that men viewed their male-dominated work groups.
It is evident from the results of the research that there are difference between the reactions of males and females on the composition of work groups. The study conducted by the researchers, in this regard is helpful as it presents new data and information about the topic. The research will be helpful to organizations, managers, and human resource management personnel in creating teams. The research offers a new angle in studying employee behavior and performance in groups.
The research showed that men and women face different challenges and problems and imply that that managers offer different solution. Managers can use the research as a reference for better understanding men and women in work groups.
Examination of the study
A. Research Questions
The researchers used primarily used scales in investigating the topic. The researcher made used of existing questions (scales) that were formulated and used by previous researchers. The researchers also formulated their own scale, specifically designed for the research. The research questions that the researchers were appropriate for the topic being investigated and for the respondents. The research questions were designed to gather factual information (background of the respondents) and to measure attitudes, beliefs, and opinions.
B. Other Ways of Exploring the Research Questions
The researchers were effective in their exploration of the research questions and they were able to investigate on the research questions through the survey. The reviewer finds no other way of exploring the research questions.
C. Results and Research Question
The results of the study answered the research questions identified by the researchers.
D. Limitation of the Study
One limitation of the study is that it did not touch the topic of demography and its impact on the reactions of men and women in work group sex diversity.
References
Berger, J, Rosenholtz, SJ & Zelditch, J 1980, Status organizing processes, in A Inkeles, N Smelser & RH Turner (eds), Annual Review of Sociology, vol. 6, pp. 479 – 508.
Bryman, A and Bell, E 2007, Business research methods, 2nd ed, Oxford University Press.
Coldwell, D & Herbst, F (eds) 2004, Business research, 2nd ed, Juta and Company Limited.
Kanter, R 1977, “Some effects of proportions on group like: skewed sex rations and responses to token women”, American Journal of Sociology, vol. 82, pp. 965-990.
Ridgeway, C & Smith-Lovin, L 1999, The gender system and interaction, in J Hagan & KS Cook (eds), Annual Review of Sociology, vol. 25, pp. 191-216.
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