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International audienceThis article analyzes whether improving gender diversity in boardrooms improves firms' economic performance. In the context of French CAC40-listed companies between 2008 and 2012, this research uses instrumental variable panel regressions, including production frontier estimates, to arrive at two key results. First, gender diversity in boards depends on firms' attributes, including their previous gender promotion strategies. Second, promoting women in boardrooms has a significant and positive effect on economic performance, after accounting for the endogeneity of diversity. Gender diversity even reduces corporate inefficiencies and enables firms to come closer to their optimal performance

The aim of this paper is to analyze the factors that influence the length of time to promotion for male and female academics. Promotion is defined as elevation to a professorship. We examine the role of academic profiles, which are based not only on publications, but also include activities such as fund raising, consulting, teaching, and managerial appointments (dean of a department for instance). The paper examines the factors that speed up or slow down the progress of an academic career for males and females, respectively, to explore the “glass ceiling” effects. Survival and duration models are used to test whether the gender differential persists after controlling for observed and unobserved heterogeneity. The originality of this paper lies in the use of duration models to track sex differences in promotion criteria. It highlights that the different criteria of promotion for male and female academics: women have to demonstrate higher involvement in different networks in order to be promoted. Copyright Springer Science + Business Media, Inc. 2006academic, career, glass ceiling, duration model, survival model, life science, mentoring, J4, O3,

The goal of this paper is to get an econometric evaluation of the effects of the social network's mobilization, as a job search strategy, on wages. We make use of switching regression models to deal simultaneously with an endogenous selection issue in the network's choice and the existence of two different regimes of wage determination. Econometric estimates provide evidence for the existence of a selection effect on the choice of network but, after correcting the selection bias on the wage equations, the effect of social network on wages is negative. Copyright 2007 The Authors; Journal compilation 2007 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd..

Research into organisation theory contains abundant evidence of the positive effects of ambidexterity on a firm's performance, and of the influence of organisational context on ambidexterity. The present research tests whether organisational context affects innovation ambidexterity. Our results, based on a dataset of 108 large innovative firms, show that firms combining exploration innovation and exploitation innovation should adopt long-term practices that favour risk-taking and creativity, and thereby build an organisational context suited to innovation ambidexterity. Competences were found to have a strong moderating effect. These results have important managerial and theoretical implications. In the case of innovation, firms that simultaneously pursue exploitation and exploration activities should carefully consider how they combine competences and organisational context.

Abstract:Our article aims at testing whether French female researchers face a glass ceiling, an invisible barrier to promotion. Using an original database from the National Institute for Agricultural Research, we estimate duration models of promotions. This methodology allows us to take into account censored observations and unobserved heterogeneity. Our results exhibit a significant gender effect, which does not contradict the glass ceiling hypothesis. Moreover, gender does not have a uniform effect. It interacts with other variables so that there exist factors that accelerate promotion, while others tend to slow it down.Keywords: Promotion, Glass Ceiling, Gender Gap Code JEL: J16, C411 Corresponding author: Mareva Sabatier, UFR ATE, 4 chemin de Bellevue, BP 806, 74016 Annecy Cedex, France.tel.: 00-33-4-50-09-24-59; fax: 00-33-4-50-09-24-10 ; e-mail: mareva.sabatier@univ-savoie.fr 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 I-IntroductionWhatever the profession , the literature provides a large amount of evidence on the underrepresentation of women in senior positions. This suggests that women face a glass ceiling, which limits their promotion. Although academia attracts more and more women, notes that this sector does not seem to escape the glass ceiling phenomenon. The ETAN Report (2000) states that, in all OECD countries, the proportion of females decreases further up the rank ladder. On average, three times more women and twice as many women are founded in the "assistant" (30.5% of women) and "lecturer" positions (20.5% of women) than in the "full professor" grade (10.4%).These statistics seem then to be consistent with the presence of a glass ceiling.But, observed gender differences among academics could be caused by gender disparities in different activities. For example, Schneider (1998) notes that women are found more in pedagogical activities. This could explain why they tend to publish less and why they are less likely to be promoted. So, in order to establish the existence of a glass ceiling in academia, other factors that affect careers must be taken into account. Only an econometric analysis will allow this ceteris paribus analysis.However, microeconometric studies are relatively scarce and most of them have focused on wages. On the basis of Mincer equations, studies generally find significant wage gaps between men and women, even after controlling for individual characteristics, publication scores, department characteristics and so forth. Using American data from the Survey of Doctorate Recipients (SDR), 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 . Second, estimated wage gaps are mainly caused by gender differences in observable he...

International audienceThis article investigates whether pioneers in a research field have a sustainable first mover advantage in publications. Combining bibliometric (publications, citations, co-authorship) with survey data on 495 nanotechnology researchers, we analyzed career attributes, professional context and production overtime. Our econometric estimates highlight two main results. First, pioneering behavior is not exogenous: it is more probable among scientists who are already established in their " mother-discipline " (before entering nanotechnology), have a strong collaboration network, and have easy access to field-specific resources. Second, even after controlling for the endogeneity of entry timing, we find a strong first mover advantage: pioneers in the emerging field exhibit significantly higher scientific production in that field in the long run

RésuméL’objectif de cet article est d’intégrer dans un modèle de recherche d’emploi à intensité endogène la pluralité des modes de recherche observée dans plusieurs enquêtes. Ces modes sont introduits à travers une fonction de production d’information qui influence à la fois le taux d’arrivée des offres et les coûts de recherche. Les propriétés d’équilibre du modèle mettent en évidence une indétermination de l’effet de la quantité d’information produite par les modalités de recherche sur la durée des épisodes de chômage. L’estimation microéconométrique du modèle structurel permet de lever cette ambiguïté. La méthode adoptée tient compte non seulement de la règle de sélection des modes et de leur interdépendance mais aussi de la dualité des issues après le chômage (emplois traditionnels et emplois aidés). Les résultats des estimations concluent à un effet significativement différent de la fonction de production d’information sur la durée d’accès à l’emploi, selon la nature de ce dernier, et à des impacts discriminants des modes de recherche.