Female Leaders: Injurious or Inspiring Role Models for Women?
High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.
Men Too Sometimes Shy Away from Competition: The Case of Team Competition
Men’s high willingness to compete in individual tournaments decreases dramatically in team tournaments, while women are equally willing to compete individually or as part of a team.
A Multifaceted Program Causes Lasting Progress for the Very Poor: Evidence from Six Countries
A multidimensional intervention program improves the lives of the extreme poor with effects lasting up to a year later, including increasing women’s empowerment in the short-term.
Abhijit Banerjee,
Esther Duflo,
Nathanael Goldberg,
Dean Karlan,
Robert Osei,
William Parienté,
Jeremy Shapiro,
Bram Thuysbaert,
Christopher Udry
Teaching Entrepreneurship: Impact of Business Training on Microfinance Clients and Institutions
A business skills training program for female microfinance clients in Peru had little effect improving business performance and did not increase women’s decision making power at home.
While generally women are more risk averse than men, when women have even small amount of income, they are more willing to take future risks. Instead, men increase their risk-taking after winning, even if the odds do not favor them subsequently.
Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?
When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.
Education, HIV, and Early Fertility: Experimental Evidence from Kenya
Lowering the barriers to education by providing free school uniforms lowered girls’ and boys’ dropout rates, reduced teen pregnancy within marriage, and decreased teen marriage rates.
No Credit Where Credit Is Due: Attributional Rationalization of Women’s Success in Male-Female Teams
Providing information about male and female employees’ individual contributions to a group task, or information about female employees’ competence in previous tasks, reduces negative assessments about women’s contribution to group work.
Female Leaders: Injurious or Inspiring Role Models for Women?
High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.
Men Too Sometimes Shy Away from Competition: The Case of Team Competition
Men’s high willingness to compete in individual tournaments decreases dramatically in team tournaments, while women are equally willing to compete individually or as part of a team.
Teaching Entrepreneurship: Impact of Business Training on Microfinance Clients and Institutions
A business skills training program for female microfinance clients in Peru had little effect improving business performance and did not increase women’s decision making power at home.
Education, HIV, and Early Fertility: Experimental Evidence from Kenya
Lowering the barriers to education by providing free school uniforms lowered girls’ and boys’ dropout rates, reduced teen pregnancy within marriage, and decreased teen marriage rates.
A Multifaceted Program Causes Lasting Progress for the Very Poor: Evidence from Six Countries
A multidimensional intervention program improves the lives of the extreme poor with effects lasting up to a year later, including increasing women’s empowerment in the short-term.
Abhijit Banerjee,
Esther Duflo,
Nathanael Goldberg,
Dean Karlan,
Robert Osei,
William Parienté,
Jeremy Shapiro,
Bram Thuysbaert,
Christopher Udry
While generally women are more risk averse than men, when women have even small amount of income, they are more willing to take future risks. Instead, men increase their risk-taking after winning, even if the odds do not favor them subsequently.
Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?
When a woman is the only female in a high-prestige work group, she is unlikely to recruit another woman to her team for fear of being outperformed or undervalued, however, she is just as likely to recruit another woman when the high-prestige work group is already majority female.
No Credit Where Credit Is Due: Attributional Rationalization of Women’s Success in Male-Female Teams
Providing information about male and female employees’ individual contributions to a group task, or information about female employees’ competence in previous tasks, reduces negative assessments about women’s contribution to group work.
