Job Queues, Gender Queues: Explaining Women's Inroads into Male Occupations.

Reskin, Barbara F.; Roos, Patricia A.; Donato, Katharine M.

doi:10.2307/2076166

Cited by 154 publications

(49 citation statements)

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“…Men have thus not increased their occupancy of the domestic role to the extent that women have increased their occupancy of the employee role (Shelton, 1992). Moreover, men have not entered female-dominated occupations to the same extent that women have entered male-dominated occupations (Reskin & Roos, 1990). Therefore, because the roles of women have changed more than those of men, perceivers should think that the typical attributes of women have changed more than those of men.…”

Section: Manytheoriesofstereotypingemphasizethatstereo-mentioning

confidence: 99%

Stereotypes as Dynamic Constructs: Women and Men of the Past, Present, and Future

Diekman¹,

Eagly²

2000

Pers Soc Psychol Bull

879

700

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Dynamic stereotypes characterize social groups that are thought to have changed from the attributes they manifested in the past and even to continue to change in the future. According to social role theory’s assumption that the role behavior of group members shapes their stereotype, groups should have dynamic stereotypes to the extent that their typical social roles are perceived to change over time. Applied to men and women, this theory makes two predictions about perceived change: (a) perceivers should think that sex differences are eroding because of increasing similarity of the roles of men and women and (b) the female stereotype should be particularly dynamic because of greater change in the roles of women than of men. This theory was tested and confirmed in five experiments that examined perceptions of the roles and the personality, cognitive, and physical attributes of men and women of the past, present, and future.

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Section: Manytheoriesofstereotypingemphasizethatstereo-mentioning

confidence: 99%

Stereotypes as Dynamic Constructs: Women and Men of the Past, Present, and Future

Diekman¹,

Eagly²

2000

Pers Soc Psychol Bull

879

700

View full text Add to dashboard Cite

show abstract

“…Moreover, the stereotype of women should be more dynamic than that of men, because much greater change has taken place in the roles of women than in those of men. The increasing similarity in the roles of women and men is thus primarily a product of women's increased wage labor, which has occurred without a commensurate change in men's domestic labor (Shelton & John, 1996), and of women's entry into male-dominated occupations, which has occurred without a similar shift of men into female-dominated occupations (Reskin & ROOS, 1990).…”

Section: The Common-sense Psychology Of Sex Differencesmentioning

confidence: 99%

The malleability of sex differences in response to changing social roles.

Eagly

Diekman

2003

A Psychology of Human Strengths: Fundamental Questions and Future Directions for a Positive Psychology.

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“…Additionally, the sector is characterized by a flatter wage-tenure profile for more highly educated workers (DiPrete, Goux, & Maurin, 2002). Most executives in the sector have substantial performance and human capital achievements, so mechanisms of pay differentials may not be as closely related to skills as to potential biases: managerial positions in the technology field tend to be maledominated; thus, based on meta-analytical work (Joshi, Son, & Roh, 2015), we expect more biases toward women in this field than in female-dominated, low-prestige occupations (Reskin & Roos, 1990).…”

Section: Study Design and Empirical Settingmentioning

confidence: 98%

Aging the gap: the compensation among men and women executives

Elvira

García

Villamor

2023

Journal of Management & Organization

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In this study, we explore how early career advancement affects the gender pay gap among top executives and argue that an employee's age at attainment of an executive position serves as a signal that helps reduce biases toward women, thereby lowering gender pay differentials. We analyze career data of 803 executives from public high-technology manufacturing firms in the United States by collecting information from ExecuComp, Marquis Who's Who, LinkedIn, and Bloomberg. Our results indicate that attaining a top management position at a young age has a positive effect on pay, particularly among women, and this effect is due to the variable portion of compensation, which represents a large proportion of compensation among top executives. Further, recent research has identified a pay premium among high-potential female managers, although its key drivers remain unclear. This paper explores age as an observable signal that influences this premium and reduces the gender pay gap.

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Job Queues, Gender Queues: Explaining Women's Inroads into Male Occupations.

Cited by 154 publications

References 0 publications

Stereotypes as Dynamic Constructs: Women and Men of the Past, Present, and Future

Stereotypes as Dynamic Constructs: Women and Men of the Past, Present, and Future

The malleability of sex differences in response to changing social roles.

Aging the gap: the compensation among men and women executives

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