The Gendering of Job Postings in the Online Recruitment Process
The Gendering of Job Postings in the Online Recruitment Process
复制标题
在线招聘过程中职位发布的性别差异
DOI：
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发表时间：
2023
期刊：
影响因子：
--
通讯作者：
H. Rho
中科院分区：
文献类型：
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作者：
Emilio J. Castilla;H. Rho
性别隔离在许多职业和组织中仍然是一个严重的问题。为了解决这个问题，许多美国雇主现在都在设法制作性别中立的招聘启事。在这篇文章中，我们调查了这些雇主的招聘努力是否成功地鼓励了女性和男性平等地申请工作。具体来说，我们超越了对职业、组织和行业性别类型的充分研究，研究了招聘启事中使用的招聘语言对不同性别求职者实际申请前行为的影响程度。利用来自大样本现场观察研究（研究1）和现场实验研究（研究2）的真实在线招聘信息的独特数据，我们首先通过测试招聘人员在广告中使用的刻板女性化措辞是否会影响女性和男性求职者的申请兴趣，来评估性别语言机制。然后，我们通过测试招聘人员的性别和招聘人员在向求职者展示自己时使用的措辞中的女性化是否会进一步导致性别求职差异，来评估招聘人员的性别化机制。我们的分析最终显示，招聘启事或招聘海报的性别差异对性别的影响可以忽略不计，因此我们得出结论，在实践中，雇主仅仅调整招聘信息语言的努力对性别平等和多样性没有太大影响。本文被Olav Sorenson组织接受。资助：作者获得了James S. Hardigg（1945）工作与就业基金和麻省理工学院斯隆管理学院的财政支持。补充资料：数据文件可从https://doi.org/10.1287/mnsc.2023.4674获取。
Gender segregation remains a significant problem in many occupations and organizations. To solve this problem, many U.S. employers now seek to craft gender-neutral job postings. In this article, we investigate whether such employer recruitment efforts are successful in encouraging women and men to apply equally for jobs. Specifically, we move beyond the well-studied effects of the gender typing of occupations, organizations, and industries to study the extent to which the recruiting language used in job postings influences the actual preapplication behavior of job seekers of different genders. Using unique data from both a large-sample observational field study (Study 1) and a field experiment study (Study 2) of real online job postings, we first assess the gendered language mechanism by testing whether stereotypical femininity in the wording that recruiters use to advertise otherwise identical jobs differently influences female and male job seekers’ interest in applying. We then assess the recruiter gendering mechanism by testing whether the gender of the recruiter and the femininity in the wording recruiters use when presenting themselves to job seekers further contribute to gender job search disparities. Our analyses ultimately show negligible effects for both the gendering of job postings or of the job poster, and we therefore conclude that, in practice, employers’ efforts to simply tweak the language of recruitment messages do not matter much for gender equality and diversity. This paper was accepted by Olav Sorenson, organizations. Funding: The authors received financial support from the James S. Hardigg (1945) Work and Employment Fund and the Massachusetts Institute of Technology Sloan School of Management. Supplemental Material: The data files are available at https://doi.org/10.1287/mnsc.2023.4674 .
影响因子：
7.6
作者：
Biernat, M;Kobrynowicz, D
通讯作者：
Kobrynowicz, D