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Winners and Losers: Who Benefits Most from the MBA?
12 references·11 citing·40 second hop
Winners and Losers: Who Benefits Most from the MBA? (2000)Winners and Losers: Who Benefits Most fro…Analyzing Qualitative Data (2002)Analyzing Qualitative DataCareer success: An assessment of a gender‐specific model (1996)Career success: An assessment…Breaking the Silence: On Men, Masculinities and Managements (1996)Breaking the Silence: On Men,…Sex and the MBA (1995)Sex and the MBAWomen in management : current research issues (1994)Women in management : current…Personal Networks of Women and Minorities in Management: A Conceptual Framework (1993)Personal Networks of Women an…In the Way of Women (1991)In the Way of WomenNonverbal affect responses to male and female leaders: Implications for leadership evaluations. (1990)Nonverbal affect responses to…At the heart of women in management research: Theoretical and methodological approaches and their biases (1990)At the heart of women in mana…Gender Politics and Social Theory (1988)Gender Politics and Social Th…Women Managers: Travellers in a Male World (1984)Women Managers: Travellers in…Men and Women of the Corporation (1978)Men and Women of the Corporat…Is sustainable management education contributing to gender equality? (2023)Is sustainable management edu…Are Quantitative Skills Critical for Business Education Program or an Entry-Barrier for Diversity? (2018)Are Quantitative Skills Criti…Higher Education Business Management Staff and the MBA: A Small Study Analysing Intrinsic and Extrinsic Benefits (2015)Higher Education Business Man…MBA at the cross road (2014)MBA at the cross roadWomen’s leadership learning: A reflexive review of representations and leadership teaching (2012)Women’s leadership learning: …The effect of ethics on labor market success: Evidence from MBAs (2011)The effect of ethics on labor…Female talent development and African business schools (2010)Female talent development and…Transformation and feminisation: the masculinity of the MBA and the “un‐development” of men (2009)Transformation and feminisati…Professional Citizenship and Otherness Leadership Development: Examining the Relationships among Meaning, Moral Reasoning, and Diversity Competencies of Graduate Students. (2009)Professional Citizenship and …Forms of Capital and Career Benefits of the MBA in China and the UK (2007)Forms of Capital and Career B…The MBA is dead – part 2: long live the MBL! (2005)The MBA is dead – part 2: lon…Nature of Prejudice (1954)The Strength of Weak Ties (1973)Research in Organizational Behavior (1984)Organizational Predictors of Women on Corporate Boards (2007)Demographic Diversity in the Boardroom: Mediators of the Board Diversity–Firm Performance Relationship (2009)Does female representation in top management improve firm performance? A panel data investigation (2012)Constants across cultures in the face and emotion. (1971)Telling more than we can know: Verbal reports on mental processes. (1977)Feeling and thinking: Preferences need no inferences. (1980)Are People Prejudiced Against Women? Some Answers From Research on Attitudes, Gender Stereotypes, and Judgments of Competence (1994)CURRENT RESEARCH IN SOCIAL PSYCHOLOGY (1996)Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask (2006)Men and Women of the Corporation. (1978)Perceived masculine and feminine attributes examined as a function of individuals' sex and level in the organizational power hierarchy: A test of four theoretical perspectives. (1990)Manager control and employee isolation in telecommuting environments (2002)The role of leadership theory in raising the profile of women in management (2006)The Discovery of Grounded Theory: Strategies for Qualitative Research. (1968)Qualitative Analysis for Social Scientists (1987)The Place of Inter-Rater Reliability in Qualitative Research: An Empirical Study (1997)The Discovery of Grounded Theory (2017)Can sample size in qualitative research be determined a priori? (2018)Reliability and Inter-rater Reliability in Qualitative Research (2019)Decision Making, Risk and Gender: Are Managers Different? (1994)Choice and Quality in Action Research Practice (2006)Gender Logic and (Un)doing Gender at Work (2009)Being the “Go-To Guy”: Fatherhood, Masculinity, and the Organization of Work in Silicon Valley (2000)‘Over the Pond and Across the Water’: Developing the Field of ‘Gendered Organizations’ (2002)Advancing women's careers through leadership development programs (2011)Disciplined Bodies: Women's Embodied Identities at Work (1999)Why Not Ascription? Organizations' Employment of Male and Female Managers (2000)From Hegemonic Masculinity to the Hegemony of Men (2004)Mentoring provided: Relation to mentor’s career success, personality, and mentoring received (2003)Long work hours: a social identity perspective on meta‐analysis data (2008)The Contemporary Career: A Work–Home Perspective (2014)Role congruity theory of prejudice toward female leaders. (2002)The Gender and Ethnic Diversity of US Boards and Board Committees and Firm Financial Performance (2010)The Impact of Board Diversity and Gender Composition on Corporate Social Responsibility and Firm Reputation (2010)Linkages Between the Work-family Interface and Work, Family, and Individual Outcomes (2002)Rhythms of Life: Antecedents and Outcomes of Work-Family Balance in Employed Parents. (2005)Bosses' Perceptions of Family-Work Conflict and Women's Promotability: Glass Ceiling Effects (2009)
this work references cited by second hop

References

  • 1978Men and Women of the Corporation6,352 cited
  • 1993Personal Networks of Women and Minorities in Management: A Conceptual Framework1,628 cited
  • 2002Analyzing Qualitative Data1,446 cited
  • 1991In the Way of Women735 cited
  • 1984Women Managers: Travellers in a Male World429 cited
  • 1994Women in management : current research issues391 cited
  • 1990Nonverbal affect responses to male and female leaders: Implications for leadership evaluations.294 cited
  • 1990At the heart of women in management research: Theoretical and methodological approaches and their biases169 cited
  • 1996Career success: An assessment of a gender‐specific model163 cited
  • 1996Breaking the Silence: On Men, Masculinities and Managements146 cited
  • 1995Sex and the MBA75 cited
  • 1988Gender Politics and Social Theory59 cited

Cited by

  • 2012Women’s leadership learning: A reflexive review of representations and leadership teaching55 cited
  • 2010Female talent development and African business schools38 cited
  • 2009Transformation and feminisation: the masculinity of the MBA and the “un‐development” of men20 cited

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

  • 2011The effect of ethics on labor market success: Evidence from MBAs16 cited
  • 2007Forms of Capital and Career Benefits of the MBA in China and the UK11 cited
  • 2005The MBA is dead – part 2: long live the MBL!11 cited
  • 2014MBA at the cross road10 cited
  • 2015Higher Education Business Management Staff and the MBA: A Small Study Analysing Intrinsic and Extrinsic Benefits9 cited
  • 2023Is sustainable management education contributing to gender equality?8 cited
  • 2018Are Quantitative Skills Critical for Business Education Program or an Entry-Barrier for Diversity?7 cited
  • 2009Professional Citizenship and Otherness Leadership Development: Examining the Relationships among Meaning, Moral Reasoning, and Diversity Competencies of Graduate Students.6 cited