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View Results 1 - 10 of 33 for:
Competition

Topic Overview

Image
Competition Icon
Competition

Gender differences in willingness to compete have been a burgeoning area of academic interest, as competition is central to success in education, business, politics, and leadership. Identifying when and how women and men are most willing (and unwilling) to compete will inform structural designs to maximize gender-equal participation.

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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)
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Academic Achievement Icon
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Competition Icon

The Mark of a Woman's Record: Gender and Academic Performance in Hiring

Academic achievement (grade point average, or GPA) has relatively no impact on the likelihood of men being hired in entry-level jobs whereas women are most hirable if their resumes portray moderate academic achievement. Moderate academic achievement is associated with increased likeability among women candidates. 
Natasha Quadlin (2018)
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Bias Icon
Image
Competition Icon
Image
Leadership Icon

Do Women who Succeed in Male-Dominated Domains Help Other Women? The Moderating Role of Gender Identification

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.
Cheryl R. Kaiser, Kerry E. Spalding (2015)
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Bias Icon
Image
Talent Management Icon
Image
Competition Icon

A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 
Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)
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Image
Bias Icon
Image
Competition Icon
Image
Talent Management Icon

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.  
Valentina Di Stasio, Edvard N. Larsen (2020)
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Competition Icon
Image
Decision Making Icon
Image
Negotiation Icon

Gender differences in trust dynamics: Women trust more than men following a trust violation

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.  
Michael P. Haselhuhn, Jessica A. Kennedy, Laura Kray, Alex B. Van Zant, Maurice E. Schweitzer (2014)
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Image
Competition Icon
Image
Talent Management Icon

Opt-out choice framing attenuates gender differences in the decision to compete in the laboratory and in the field

Restructuring competitions in lab settings and in the workplace so that competition is the default significantly reduces the gender gap and may decrease gender imbalances in leadership positions or career trajectories in organizations.
Joyce He, Sonia Kang, Nicola Lacetera (2021)
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Image
Decision Making Icon
Image
Competition Icon

Gender training and female empowerment: Experimental evidence from Vietnam

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.
Erwin Bulte, Robert Lensink, Nhung Vu (2016)
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Competition Icon
Image
Talent Management Icon

Going it alone: Competition increases the attractiveness of minority status

When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios, Edward H. Chang, Katherine L. Milkman (2020)
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Entrepreneurship and Microfinance Icon
Image
Competition Icon

Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship

In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.
Sabrina T. Howell, Ramana Nanda (2019)
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Topic Overview

Image
Competition Icon
Competition

Gender differences in willingness to compete have been a burgeoning area of academic interest, as competition is central to success in education, business, politics, and leadership. Identifying when and how women and men are most willing (and unwilling) to compete will inform structural designs to maximize gender-equal participation.

Image
Academic Achievement Icon
Image
Competition Icon

The Mark of a Woman's Record: Gender and Academic Performance in Hiring

Academic achievement (grade point average, or GPA) has relatively no impact on the likelihood of men being hired in entry-level jobs whereas women are most hirable if their resumes portray moderate academic achievement. Moderate academic achievement is associated with increased likeability among women candidates. 
Natasha Quadlin (2018)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Talent Management Icon
Image
Competition Icon

A Longer Shortlist Increases the Consideration of Female Candidates in Male-Dominant Domains

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 
Brian J. Lucas, Zachariah Berry, Laura M. Giurge, Dolly Chugh (2021)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Decision Making Icon
Image
Negotiation Icon

Gender differences in trust dynamics: Women trust more than men following a trust violation

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.  
Michael P. Haselhuhn, Jessica A. Kennedy, Laura Kray, Alex B. Van Zant, Maurice E. Schweitzer (2014)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Decision Making Icon
Image
Competition Icon

Gender training and female empowerment: Experimental evidence from Vietnam

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.
Erwin Bulte, Robert Lensink, Nhung Vu (2016)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Entrepreneurship and Microfinance Icon
Image
Competition Icon

Networking Frictions in Venture Capital, and the Gender Gap in Entrepreneurship

In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.
Sabrina T. Howell, Ramana Nanda (2019)
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
Bias Icon
Image
Competition Icon
Image
Leadership Icon

Do Women who Succeed in Male-Dominated Domains Help Other Women? The Moderating Role of Gender Identification

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.
Cheryl R. Kaiser, Kerry E. Spalding (2015)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon
Image
Competition Icon
Image
Talent Management Icon

The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.  
Valentina Di Stasio, Edvard N. Larsen (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Talent Management Icon

Opt-out choice framing attenuates gender differences in the decision to compete in the laboratory and in the field

Restructuring competitions in lab settings and in the workplace so that competition is the default significantly reduces the gender gap and may decrease gender imbalances in leadership positions or career trajectories in organizations.
Joyce He, Sonia Kang, Nicola Lacetera (2021)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Competition Icon
Image
Talent Management Icon

Going it alone: Competition increases the attractiveness of minority status

When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.
Erika L. Kirgios, Edward H. Chang, Katherine L. Milkman (2020)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More

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