I was looking for an actual survey (see attached)....not sure if I am hitting the right notes.....perhaps you might consider emailing faculty (if you have not done so already)

Diversity management, job satisfaction, and performance: Evidence from US federal agencies:

Pitts, D. (2009). Diversity management, job satisfaction, and performance: Evidence from US federal agencies. Public Administration Review, 69(2), 328-338.

A few journals to consider and I have also attached a PHD supervised working paper, you may also want to consider looking at Equity theory and organizational/procedural justice....Good luck

Does diversity pay?: Race, gender, and the business case for diversity:

Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for diversity. American Sociological Review, 74(2), 208-224.

Diversity, representation, and performance: Evidence about race and ethnicity in public organizations:

Pitts, D. W. (2005). Diversity, representation, and performance: Evidence about race and ethnicity in public organizations. Journal of Public Administration Research and Theory, 15(4), 615-631.

Cross-level effects of workplace diversity on sales performance and pay:

Joshi, A., Liao, H., & Jackson, S. E. (2006). Cross-level effects of workplace diversity on sales performance and pay. Academy of Management Journal, 49(3), 459-481.

Racial diversity, business strategy, and firm performance: A resource-based view:

Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.

I was looking for an actual survey (see attached)....not sure if I am hitting the right notes.....perhaps you might consider emailing faculty (if you have not done so already)

Diversity management, job satisfaction, and performance: Evidence from US federal agencies:

Pitts, D. (2009). Diversity management, job satisfaction, and performance: Evidence from US federal agencies. Public Administration Review, 69(2), 328-338.

Hi Vicki,

I did several meta-analyses with colleagues on all kinds of diversity (as well as there are others). Altough service performance in particular was not the outcome, all up-to-date evidence is absolutely clear that gender diversity has neither a positive or negative effect on performance (team performance facets).

May be there are potential moderators one would have to find out....

Best,

Holger

Joshi, A., & Roh, H. 2009. The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52: 599–627.

Horwitz, S. K., & Horwitz, I. B. 2007. The effects of team diversity on team outcomes: A meta-analytic review of team demography. Journal of Management, 33: 987–1015.

Webber, S. S., & Donahue, L. M. 2001. Impact of highly and less job-related diversity on work group cohesion and performance: A meta-analysis. Journal of Management, 27: 141–162.

Hello Vicki. This could be also helpful for you:

Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of applied psychology, 89(6), 1008.

Jackson, S. E., & Joshi, A. (2004). Diversity in social context: a multi‐attribute, multilevel analysis of team diversity and sales performance. Journal of organizational Behavior, 25(6), 675-702.

Drach-Zahavy, A. (2011). Interorganizational teams as boundary spanners: The role of team diversity, boundedness, and extrateam links. European Journal of Work and Organizational Psychology, 20(1), 89-118.

Watson, W., Cooper, D., Torres, M. J. L. N., & Boyd, N. G. (2008). Team processes, team conflict, team outcomes, and gender: An examination of US and Mexican learning teams. International Journal of Intercultural Relations, 32(6), 524-537.

Here are some contrasting examples in non-western countries where views on gender and diversity are different:

It may not be what you are looking for but, to cover all angles you may want to consider it.

Dear Vicki,

Yoiu have received some good comments.

I must note that they are all from men!

There is a dearth of research in the topic. Context is critical.

Yet that material which exists suggests a clear answer to your question - women, make better managers. The Credit Suisse analysis is a useful starting point 

http://www.newrepublic.com/article/119902/study-women-executives-make-companies-more-successful

Also if you look at all the material from Sweden and Norway, where women hold disproportionate senior executive/leadership positions in state companies/SOEs they have performed well - individual and enterprise.

The relationship seems to break down though for startups and organizations requiring change. Odd if you consider political life over the centuries  

These observations would support the intuitive answer and the generic psychological profiles of men and women. Women throughout history.

Sorry guys!

www.justinjenk.com

I do admit that I am a layman in this field and despite this, fact I cannot desist from  sharing my experience with you.

In Indian context I have observed that "Women" are, in general, more sincere and dedicated to their work compared to men. This is based on my observations in the organisation where I was working as well as public/private organisations where from various services were received by me. Yes, gender-diversity is going to be beneficial to any organisation.  

Hello Vicki,

Here are a few more interesting articles, all from top tier journals. Good luck.

Goncalo, J. A., Chatman, J. A., Duguid, M. M., & Kennedy, J. A. (2015). Creativity from Constraint? How the Political Correctness Norm Influences Creativity in Mixed-sex Work Groups. Administrative Science Quarterly, 60(1), 1-30.

ASHCRAFT, K. L. (2013). THE GLASS SLIPPER: "INCORPORATING" OCCUPATIONAL IDENTITY IN MANAGEMENT STUDIES. Academy Of Management Review, 38(1), 6-31.

Weber, A., & Zulehner, C. (2010). Female Hires and the Success of Start-up Firms. American Economic Review, 100(2), 358-361.

Brickson, S. (2000). THE IMPACT OF IDENTITY ORIENTATION ON INDIVIDUAL AND ORGANIZATIONAL OUTCOMES IN DEMOGRAPHICALLY DIVERSE SETTINGS. Academy Of Management Review, 25(1), 82-101.

Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the Black Box: An Analysis of Work Group Diversity, Conflict, and Performance. Administrative Science Quarterly, 44(1), 1-28.

Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why Differences Make a Difference: A Field Study of Diversity, Conflict, and Performance in Workgroups. Administrative Science Quarterly, 44(4), 741-763.

Elsass, P. M., & Graves, L. M. (1997). DEMOGRAPHIC DIVERSITY IN DECISION-MAKING GROUPS: THE EXPERIENCES OF WOMEN AND PEOPLE OF COLOR. Academy Of Management Review, 22(4), 946-973.

Hi Dear Vicki Vaartjes; Here are few links which will help you in your research. Thanks

http://scholar.google.co.in/scholar_url?url=http://www.uww.edu/Documents/diversity/does%2520diversity%2520pay.pdf&hl=en&sa=X&scisig=AAGBfm0qBzOIoH_z7jTjHkAXLsZl9SNc9g&nossl=1&oi=scholarr&ei=sAT_VP7xNdCmuQSnlID4Bg&ved=0CBsQgAMoADAA

http://scholar.google.co.in/scholar_url?url=https://getd.libs.uga.edu/pdfs/pitts_david_w_200508_phd.pdf&hl=en&sa=X&scisig=AAGBfm1H_mngQtg_1fbc6WQgdGRiyefTig&nossl=1&oi=scholarr&ei=sAT_VP7xNdCmuQSnlID4Bg&ved=0CB0QgAMoAjAA

Article Age and Gender Diversity as Determinants of Performance and ...