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Extending the growing interest in affect in work groups, we propose that groups with distributed information make higher quality decisions when they are in a negative rather than a positive mood, but that these effects are moderated by group members' trait negative affect. In support of this hypothesis, an experiment ( N = 175 groups) showed that positive mood led to lower quality decisions than did negative or neutral moods when group members were low in trait negative affect, whereas such mood effects were not observed in groups higher in trait negative affect. Mediational analysis based on behavioral observations of group process confirmed that group information elaboration mediated this effect. These results provide an important caveat on the benefits of positive moods in work groups, and suggest that the study of trait × state affect interactions is an important avenue for future research.

Purpose - The purpose of this paper is to examine: gender differences in the choice to perform challenging tasks, gender differences in the actual performance of challenging tasks, and the impact of challenging experiences on supervisors' evaluations of individuals' potential for career advancement.Design methodology approach - In study 1, a sample of 158 students participated in a laboratory study that examined gender differences in choosing to perform challenging tasks in a situation that stressed individual performance. In study 2, a sample of 93 interns completed questionnaires in which the authors measured their challenging job experiences. Interns' supervisors evaluated interns' potential for career advancement.Findings - In an achievement situation, women chose to perform fewer challenging tasks than men (study 1). During their internships, females had fewer challenging job experiences than males (study 2). Having challenging experiences was positively related to supervisors' evaluations of interns' potential for career advancement (study 2).Research limitations implications - The use of student samples may be considered a limitation of these studies. However, the nature of the research questions justifies an initial examination among students. Moreover, small gender differences in experiences at the start of individuals' careers may ultimately lead to increasing discrepancies between men's and women's careers.Originality value - The study is the first to examine individuals' own impact on the extent to which they experience job challenge. Moreover, it is the first that empirically examines the relationship between job challenge and evaluations of career potential.

This chapter contains sections titled: Diversity and Performance: A Rough Review The Categorization‐Elaboration Model Social Categorization Processes The Interaction of Social Categorization and Elaboration Processes Managing Diversity In Conclusion Acknowledgment References