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Gender and Racial Differentials in Promotions
16 references·16 citing·46 second hopsampled
Gender and Racial Differentials in Promotions (2010)Gender and Racial Differentials in Promot…Gender, Race, and Meritocracy in Organizational Careers (2008)Gender, Race, and Meritocracy…When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers. (2006)When fit is fundamental: Perf…Networking behaviors and career outcomes: differences for men and women? (2004)Networking behaviors and care…The Intersection of Gender and Race in the Labor Market (2003)The Intersection of Gender an…Gender and Managerial Stereotypes: Have the Times Changed? (2002)Gender and Managerial Stereot…A Global Look at Psychological Barriers to Women's Progress in Management (2001)A Global Look at Psychologica…RACIAL DIVERSITY, BUSINESS STRATEGY, AND FIRM PERFORMANCE: A RESOURCE-BASED VIEW. (2000)RACIAL DIVERSITY, BUSINESS ST…Climbing the corporate ladder: Do female and male executives follow the same route? (2000)Climbing the corporate ladder…Ethnic Diversity and Creativity in Small Groups (1996)Ethnic Diversity and Creativi…The Wage Policy of a Firm (1994)The Wage Policy of a FirmThe Internal Economics of the Firm: Evidence from Personnel Data (1994)The Internal Economics of the…TOP MANAGEMENT TEAM DEMOGRAPHY AND CORPORATE STRATEGIC CHANGE. (1992)TOP MANAGEMENT TEAM DEMOGRAPH…EFFECTS OF RACE ON ORGANIZATIONAL EXPERIENCE, JOB PERFORMANCE EVALUATIONS, AND CAREER OUTCOMES. (1990)EFFECTS OF RACE ON ORGANIZATI…Top management and innovations in banking: Does the composition of the top team make a difference? (1989)Top management and innovation…Men and Women of the Corporation. (1978)Men and Women of the Corporat…Statistical Theories of Discrimination in Labor Markets (1977)Statistical Theories of Discr…Trickle‐down and bottom‐up effects of women's representation in the context of industry gender composition: A panel data investigation (2020)Trickle‐down and bottom‐up ef…Gender differences in speed of advancement: An empirical examination of top executives in the Fortune 100 firms (2020)Gender differences in speed o…Network Recruitment and the Glass Ceiling: Evidence from Two Firms (2019)Network Recruitment and the G…Exploring women's leadership labyrinth: Effects of hiring and developmental opportunities on gender stratification (2019)Exploring women's leadership …Energy, equality and sustainability? European electricity cooperatives from a gender perspective (2019)Energy, equality and sustaina…An extended model of theory of planned behaviour (2019)An extended model of theory o…Analyzing the Experiences of Female Leaders in Civil Service in Kazakhstan: Trapped between Economic Pressure to Earn and Traditional Family Role Expectations (2017)Analyzing the Experiences of …Gender Sorting and the Glass Ceiling in High-Tech Firms (2016)Gender Sorting and the Glass …Do Employer Preferences Contribute to Sticky Floors? (2016)Do Employer Preferences Contr…Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies (2014)Women Helping Women? Evidence…One size doesn’t fit all (2014)One size doesn’t fit allIdentity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace. (2014)Identity threat at work: How …Effects of Gender and Age on Pride in Work, and Job Satisfaction (2014)Effects of Gender and Age on …Career Barriers for Women Executives and the Glass Ceiling Syndrome: The Case Study Comparison between French and Turkish Women Executives (2013)Career Barriers for Women Exe…Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors (2012)Perceived Gender Discriminati…Exploring the Career Pipeline: Gender Differences in Pre-Career Expectations (2011)Exploring the Career Pipeline…Upper Echelons: The Organization as a Reflection of Its Top Managers (1984)Firm Resources and Sustained Competitive Advantage (1991)The effects of diversity on business performance: Report of the diversity research network (2003)Firm resources and sustained competitive advantage (2004)Demographic Diversity in the Boardroom: Mediators of the Board Diversity–Firm Performance Relationship (2009)Does Diversity Pay?: Race, Gender, and the Business Case for Diversity (2009)Groups: Interaction and Performance. 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(1967)The relationship between sex role stereotypes and requisite management characteristics. (1973)The Leadership Styles of Women and Men (2001)The Glass Cliff: Evidence that Women are Over‐Represented in Precarious Leadership Positions (2005)Gender stereotypes and workplace bias (2012)Black Feminist Thought: Knowledge, Consciousness, and the Politics of Empowerment. (1992)Racial Formation in the United States: From the 1960s to the 1990s (1994)Workplace harassment: Double jeopardy for minority women. (2006)Selective Incivility as Modern Discrimination in Organizations (2011)Intersectionality (2013)Research in Organizational Behavior (1984)Toward a Model of Organizations as Interpretation Systems (1984)Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups (1996)Exploring the Black Box: An Analysis of Work Group Diversity, Conflict and Performance (1999)Work Group Diversity and Group Performance: An Integrative Model and Research Agenda. (2004)An Evolutionary Theory of Economic Change. (1983)Organizational Growth: Linking Founding Team, Strategy, Environment, and Growth Among U.S. Semiconductor Ventures, 1978-1988 (1990)Strategic decision models: Integrating different perspectives (1991)What Makes Teams Work: Group Effectiveness Research from the Shop Floor to the Executive Suite (1997)Are Emily and Greg More Employable than Lakisha and Jamal? 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References

  • 1978Men and Women of the Corporation.7,288 cited
  • 1989Top management and innovations in banking: Does the composition of the top team make a difference?2,950 cited
  • 1992TOP MANAGEMENT TEAM DEMOGRAPHY AND CORPORATE STRATEGIC CHANGE.2,928 cited
  • 1990EFFECTS OF RACE ON ORGANIZATIONAL EXPERIENCE, JOB PERFORMANCE EVALUATIONS, AND CAREER OUTCOMES.2,382 cited
  • 1977Statistical Theories of Discrimination in Labor Markets1,498 cited
  • 2000RACIAL DIVERSITY, BUSINESS STRATEGY, AND FIRM PERFORMANCE: A RESOURCE-BASED VIEW.1,303 cited
  • 2001A Global Look at Psychological Barriers to Women's Progress in Management1,124 cited
  • 2003The Intersection of Gender and Race in the Labor Market946 cited
  • 1996Ethnic Diversity and Creativity in Small Groups860 cited
  • 1994The Internal Economics of the Firm: Evidence from Personnel Data843 cited
  • 2004Networking behaviors and career outcomes: differences for men and women?726 cited
  • 2008Gender, Race, and Meritocracy in Organizational Careers722 cited
  • 2006When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers.706 cited
  • 2002Gender and Managerial Stereotypes: Have the Times Changed?665 cited
  • 1994

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The Wage Policy of a Firm
629 cited
  • 2000Climbing the corporate ladder: Do female and male executives follow the same route?524 cited
  • Cited by

    • 2014Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace.205 cited
    • 2016Do Employer Preferences Contribute to Sticky Floors?168 cited
    • 2013Career Barriers for Women Executives and the Glass Ceiling Syndrome: The Case Study Comparison between French and Turkish Women Executives133 cited
    • 2016Gender Sorting and the Glass Ceiling in High-Tech Firms112 cited
    • 2011Exploring the Career Pipeline: Gender Differences in Pre-Career Expectations77 cited
    • 2019Energy, equality and sustainability? European electricity cooperatives from a gender perspective74 cited
    • 2019Network Recruitment and the Glass Ceiling: Evidence from Two Firms72 cited
    • 2014Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies64 cited
    • 2019Exploring women's leadership labyrinth: Effects of hiring and developmental opportunities on gender stratification63 cited
    • 2012Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors54 cited
    • 2014One size doesn’t fit all53 cited
    • 2019An extended model of theory of planned behaviour52 cited
    • 2020Gender differences in speed of advancement: An empirical examination of top executives in the Fortune 100 firms52 cited
    • 2014Effects of Gender and Age on Pride in Work, and Job Satisfaction52 cited
    • 2020Trickle‐down and bottom‐up effects of women's representation in the context of industry gender composition: A panel data investigation49 cited
    • 2017Analyzing the Experiences of Female Leaders in Civil Service in Kazakhstan: Trapped between Economic Pressure to Earn and Traditional Family Role Expectations40 cited