The Gender Gap in Self-Promotion

Exley, Christine L.; Kessler, Judd B.

doi:10.1093/qje/qjac003

Cited by 109 publications

(60 citation statements)

References 69 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This policy has a potential to be binding on multiple margins. In a wage bargaining world, removing past salary from early question may change the bargaining process Exley & Kessler (2019). In a model of wage posting, does a SHB change how employers post salaries or how they screen for applicants (Agan et al, 2020b)?…”

Section: Introductionmentioning

confidence: 99%

Information and the Persistence of the Gender Wage Gap: Early Evidence from California's Salary History Ban

Hansen

McNichols

2020

View full text Add to dashboard Cite

Diego State, Census and conference participants at the Southern Economics Association and the Eastern Economics Association The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research.NBER working papers are circulated for discussion and comment purposes. They have not been peer-reviewed or been subject to the review by the NBER Board of Directors that accompanies official NBER publications.

show abstract

Section: Introductionmentioning

confidence: 99%

Information and the Persistence of the Gender Wage Gap: Early Evidence from California's Salary History Ban

Hansen

McNichols

2020

View full text Add to dashboard Cite

show abstract

“…Indeed, I find that overconfidence and motivated reasoning are correlated. Previous literature has looked at potentially-related implications of these gender differences, such as in labor markets (Sarsons 2019; Schultz and Thoni 2016; Shurchkov and Eckel 2018), self-promotion (Exley and Kessler 2019), and stereotyping others (Bordalo et al 2019;Grossman et al 2019). This paper adds to this literature by suggesting a driver of persistent differences in overconfidence.…”

Section: Introductionmentioning

confidence: 79%

Gender Differences in Motivated Reasoning

Thaler¹

2020

Preprint

View full text Add to dashboard Cite

Men and women systematically differ in their beliefs about their performance relative to others; in particular, men tend to be more overconfident. This paper provides support for one explanation for gender differences in overconfidence, performancemotivated reasoning, in which people distort how they process new information in ways that make them believe they outperformed others. Using a large online experiment, I find that male subjects distort information processing to favor their performance, while female subjects do not systematically distort information processing in either direction. These statistically-significant gender differences in performance-motivated reasoning mimic gender differences in overconfidence; beliefs of male subjects are systematically overconfident, while beliefs of female subjects are well-calibrated on average. The experiment also includes political questions, and finds that politically-motivated reasoning is similar for both men and women. These results suggest that, while men and women are both susceptible to motivated reasoning in general, men find it particularly attractive to believe that they outperformed others.

show abstract

“…A possible explanation in our context is that the resources available on the website helped women improve the quality of their job applications by making their package more informative to employers. For example, in a set of experiments, Exley and Kessler (2019) find significant differences in self-promotion between men and women. These authors suggest that women have internalized that self-promotion is inappropriate or risky.…”

Section: Regression Analysis: Baseline Resultsmentioning

confidence: 99%

Providing Government Assistance Online: A Field Experiment with the Unemployed

Briscese¹,

Zanella²,

Quinn³

2022

J Policy Anal Manage

View full text Add to dashboard Cite

Welfare programs often consist of mandated in-person assistance services. This feature can introduce an engagement barrier for some beneficiaries. Offering some of these services online can address this problem while also reducing administrative costs. In a field experiment with about 2,700 beneficiaries of unemployment benefits, we evaluate the effectiveness of a self-directed website that supplements assistance traditionally delivered by job center staff. Tracking employment outcomes for nearly two years, we find that the intervention significantly increased job-finding rates for some groups. Towards the end of the first year, the effect is still 7 percentage points (25 percent higher than in the control group) for prime-age job seekers (35 to 50 years old) and 9 percentage points (35 percent higher than the control group) for women, reversing the job-finding gender gap. We discuss opportunities for governments to scale up similar low-cost interventions to assist social insurance and welfare beneficiaries online.

show abstract

The Gender Gap in Self-Promotion

Cited by 109 publications

References 69 publications

Information and the Persistence of the Gender Wage Gap: Early Evidence from California's Salary History Ban

Information and the Persistence of the Gender Wage Gap: Early Evidence from California's Salary History Ban

Gender Differences in Motivated Reasoning

Providing Government Assistance Online: A Field Experiment with the Unemployed

Contact Info

Product

Resources

About