The purpose of the present study was to examine the extent to which men and women in a group internalize group feedback, and what mechanisms might underlie this internalization. Task/gender congruence, perceived contribution, and collectivism were all proposed contributors to gender differences in feedback internalization, and the consequent relationship between self- and collective-efficacy beliefs. Participants completed a brainstorming class and were given false group feedback. Results indicated that there were gender differences in response to the task-oriented condition. Also, perceived contribution moderated the relationship between feedback and self-efficacy, and between self-efficacy and collective-efficacy.