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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.