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Competition

Topic Overview

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.

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)

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)

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)

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)

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)

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)

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)

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)

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)

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)

Topic Overview

Competition

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

Natasha Quadlin (2018)

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)

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)

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)

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

Sabrina T. Howell, Ramana Nanda (2019)

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)

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)

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

Valentina Di Stasio, Edvard N. Larsen (2020)

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

Joyce He, Sonia Kang, Nicola Lacetera (2021)

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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