2018
DOI: 10.1017/iop.2018.4
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How Are We Doing? An Examination of Gender Representation in Industrial and Organizational (I-O) Psychology

Abstract: There has been an explosion of within-profession studies examining standings on gender representation in advancement, publication patterns, and conference presentations. However, industrial and organizational (I-O) psychology has yet to take such an introspective look and fully join these conversations. This manuscript aims to initiate and encourage such discussion. Through a brief review of relevant background information and the collection and analysis of recent archival data, we seek to examine where we hav… Show more

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Cited by 21 publications
(31 citation statements)
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References 63 publications
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“…The findings of scientometrics are relevant for I-O researchers interested in gender differences, as research citation metrics might reflect women's and men's scientific performance from a different perspective and they therefore complement results derived from other methods (e.g., Poon & Leeves, 2017). For example, our own analyses of gender differences among all members of the Society for Industrial and Organizational Psychology (SIOP) in the year 2013 showed gender differences in number of publications (favoring men) but not in the average journal impact factor (König, Fell, Kellnhofer, & Schui, 2015), indicating the importance of different performance indicators, whereas Gardner et al (2018) looked at the number of publications in two journals, Journal of Applied Psychology and Personnel Psychology, as the only performance indicator in the area of publications.…”
supporting
confidence: 63%
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“…The findings of scientometrics are relevant for I-O researchers interested in gender differences, as research citation metrics might reflect women's and men's scientific performance from a different perspective and they therefore complement results derived from other methods (e.g., Poon & Leeves, 2017). For example, our own analyses of gender differences among all members of the Society for Industrial and Organizational Psychology (SIOP) in the year 2013 showed gender differences in number of publications (favoring men) but not in the average journal impact factor (König, Fell, Kellnhofer, & Schui, 2015), indicating the importance of different performance indicators, whereas Gardner et al (2018) looked at the number of publications in two journals, Journal of Applied Psychology and Personnel Psychology, as the only performance indicator in the area of publications.…”
supporting
confidence: 63%
“…Using scientometric approaches, I-O psychologists will be able to answer many questions to understand gender differences in our field. Some of these questions have already been asked by Gardner et al (2018). For example, they asked how (dis)similar women's and men's publication records are at different care stages, and they also asked about gender differences in research topics within I-O psychology (a first scientometric answer has already been found in König et al, 2015).…”
mentioning
confidence: 99%
“…The income disparity between men and women in I-O psychology could be attributed to multiple sources, such as differences in negotiation, pay expectations, and subarea specialization (Gardner et al, 2018). Two particular antecedents to gender-based income inequity may be differences in negotiation initiation (i.e., women initiate less; Kugler, Reif, Kaschner, & Brodbeck, 2018) and negotiation success (i.e., women tend to be less successful and face more backlash when they do negotiate; Bowles, Babcock, & Lai, 2007;Stuhlmacher, & Walters, 1999).…”
Section: Incomementioning
confidence: 99%
“…Women continue to face multiple noteworthy hurdles on their path toward advancement, such as family responsibilities, exclusion from informal networks, male-dominated work cultures, and prejudice toward female leaders, to name a few (Diehl & Dzubinski, 2016;Eagly & Carli, 2007). As Gardner et al (2018) mention, in I-O psychology, women hold more assistant professorships than men, and men hold more associate and full professorships than women. Due to men's tendency to hold higher positions, it is imperative for them to ensure that women are able to advance as well.…”
Section: Advancementmentioning
confidence: 99%
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