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View Results 1 - 10 of 201 for:
Economic Opportunity
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Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.
M. Asher Lawson, Ashley E. Martin, Imrul Huda, Sandra C. Matz (2022)
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Valuing Alternative Work Arrangements

Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.  
Amanda Pallais, Alexandre Mas (2017)
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Knowing When to Ask: The Cost of Leaning In

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.
Christine L. Exley, Muriel Niederle, Lise Vesterlund (2020)
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He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.
Elizabeth Lauren Campbell, Oliver Hahl (2022)
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Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court

Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).
Jessica M. Salerno, Hannah J. Phalen, Rosa N. Reyes, N. J. Schweitzer (2018)
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Empowered by Absence: Does male out-migration empower female household heads left behind?

Women from households with male migrants are more likely to own assets than women from non-immigrant households; however, there is no improvement in their decision-making over productive use of resources.
Adnan M.S. Fakir, Naveen Abedin (2020)
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Gender Quotas, Competitions, and Peer Review: Experimental Evidence on the Backlash Against Women

In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.
Andreas Leibbrandt, Liang Choon Wang, Cordelia Fooc (2017)
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Entrepreneurship and Microfinance Icon
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Business training plus for female entrepreneurship? Short and medium-term experimental evidence from Peru

Two experimental business development programs for female microentrepreneurs in Lima, Peru showed that both women in the group that received general training and those in the group that received general training in addition to technical assistance experienced increased sales revenues and significant growth two years after the end of the treatment programs.
Martin Valdivia (2015)
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Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Men with atypical gender characteristics face backlash in the hiring process.
Janine Bosak, Clara Kulich, Laurie Rudman, Mary Kinahan (2018)
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How Gender-Role Salience Influences Attitude Strength and Persuasive Message Processing

When women are exposed to female gender role information, the strength of their attitudes is reduced and they are more susceptible to persuasion. However, when men and women are exposed to male gender role information, they process messages more thoughtfully.
Asia A. Eaton, Penny S. Visser, Vicki Burns (2017)
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Leadership Icon
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Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.
M. Asher Lawson, Ashley E. Martin, Imrul Huda, Sandra C. Matz (2022)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

Knowing When to Ask: The Cost of Leaning In

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.
Christine L. Exley, Muriel Niederle, Lise Vesterlund (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

Closing with Emotion: The Differential Impact of Male Versus Female Attorneys Expressing Anger in Court

Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).
Jessica M. Salerno, Hannah J. Phalen, Rosa N. Reyes, N. J. Schweitzer (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

Gender Quotas, Competitions, and Peer Review: Experimental Evidence on the Backlash Against Women

In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.
Andreas Leibbrandt, Liang Choon Wang, Cordelia Fooc (2017)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Men with atypical gender characteristics face backlash in the hiring process.
Janine Bosak, Clara Kulich, Laurie Rudman, Mary Kinahan (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
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Compensation Icon
Image
Talent Management Icon

Valuing Alternative Work Arrangements

Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.  
Amanda Pallais, Alexandre Mas (2017)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Competition Icon

He's Overqualified, She's Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.
Elizabeth Lauren Campbell, Oliver Hahl (2022)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon

Empowered by Absence: Does male out-migration empower female household heads left behind?

Women from households with male migrants are more likely to own assets than women from non-immigrant households; however, there is no improvement in their decision-making over productive use of resources.
Adnan M.S. Fakir, Naveen Abedin (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Entrepreneurship and Microfinance Icon
Image
Poverty Alleviation Icon

Business training plus for female entrepreneurship? Short and medium-term experimental evidence from Peru

Two experimental business development programs for female microentrepreneurs in Lima, Peru showed that both women in the group that received general training and those in the group that received general training in addition to technical assistance experienced increased sales revenues and significant growth two years after the end of the treatment programs.
Martin Valdivia (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

How Gender-Role Salience Influences Attitude Strength and Persuasive Message Processing

When women are exposed to female gender role information, the strength of their attitudes is reduced and they are more susceptible to persuasion. However, when men and women are exposed to male gender role information, they process messages more thoughtfully.
Asia A. Eaton, Penny S. Visser, Vicki Burns (2017)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

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