We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling way: Team members who are attributed more competence behave more dominantly and outperform those who are attributed less competence. We further argue that pro-diversity beliefs may prevent this self-fulfilling tendency of stereotypes by inhibiting individuals' stereotype-confirming behavior. Hypotheses were tested with 97 gender-heterogeneous four-person student teams working on stereotypically masculine- or feminine-typed problems. Team members estimated each other's competence prior to collaboration. Diversity beliefs were manipulated to be either pro-diversity or pro-similarity and dominance was observed with behavioral coding. Multilevel path modeling showed that competence attributions mediated the effects of stereotypical gender-task fit on individual dominance behavior and performance under pro-similarity beliefs but not under pro-diversity beliefs. Our study thus shows that the self-fulfilling tendencies of gender stereotypes in teams can be mitigated by instituting pro-diversity beliefs. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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（减轻）团队中性别刻板印象的自我实现：能力归因、行为优势、个人表现和多样性信念的相互作用。

我们挑战团队多样性文献中的社会分类观点，认为对同一社会类别成员的刻板印象而不是偏袒支配着性别多元化团队的流程和动态。我们假设团队成员的性别和任务刻板印象会产生能力归因，这些归因会以自我实现的方式塑造团队成员的支配行为和绩效：被归因于能力更多的团队成员表现得更占主导地位，并且胜过那些被归因于能力不足的团队成员。我们进一步认为，支持多样性的信念可以通过抑制个人的刻板印象确认行为来防止刻板印象的这种自我实现倾向。假设由 97 个性别异质的四人学生团队进行了测试，这些团队致力于解决刻板的男性或女性类型的问题。团队成员在合作之前估计彼此的能力。多样性信念被操纵为支持多样性或支持相似性，并且通过行为编码观察到优势。多级路径建模表明，能力归因在支持相似性信念但不支持多样性信念下，介导了刻板的性别任务匹配对个人优势行为和表现的影响。因此，我们的研究表明，团队中性别刻板印象的自我实现倾向可以通过建立支持多样性的信念来减轻。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。多级路径建模表明，能力归因在支持相似性信念但不支持多样性信念下，介导了刻板的性别任务匹配对个人优势行为和表现的影响。因此，我们的研究表明，团队中性别刻板印象的自我实现倾向可以通过建立支持多样性的信念来减轻。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。多级路径建模表明，能力归因在支持相似性信念但不支持多样性信念下，介导了刻板的性别任务匹配对个人优势行为和表现的影响。因此，我们的研究表明，团队中性别刻板印象的自我实现倾向可以通过建立支持多样性的信念来减轻。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。