The Gender Gap in Top Jobs the Role of Overconfidence
The Gender Gap in Top Jobs the Role of Overconfidence
复制标题
高层职位中的性别差距以及过度自信的作用
DOI：
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发表时间：
2022
期刊：
影响因子：
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通讯作者：
D. Shure
中科院分区：
文献类型：
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作者：
Anna Adamecz;D. Shure
在职业生涯中期担任“高级职位”的可能性存在很大的性别差距。顶级工作带来更高的收入，也有更多的工作保障和更好的职业轨迹。最近的文献提出了一种可能性，即这种差距的部分原因可能是女性没有“向前一步”，而男性则对自己的能力过于自信。我们使用从童年到职业中期的纵向数据，并使用客观认知能力和主观估计能力的多种衡量标准构建过度自信的衡量标准。我们的测量证实了之前的发现，即男性比女性更过度自信。然后，我们使用线性回归和分解技术来解释高层职位中的性别差距，包括我们对过度自信的衡量。我们的研究结果表明，高层职位就业中 5% 至 11% 的性别差距是由男性过于自信造成的。这表明，虽然过度自信对劳动力市场的性别不平等很重要，并对企业如何招聘和晋升工人产生影响，但其他个人、结构和社会因素发挥着更大的作用。
There is a large gender gap in the probability of being in a “top job ” in mid-career. Top jobs bring higher earnings, and also have more job security and better career trajectories. Recent literature has raised the possibility that some of this gap may be attributable to women not “leaning in ” while men are more overconfident in their abilities. We use longitudinal data from childhood into mid-career and construct a measure of overconfidence using multiple measures of objective cognitive ability and subjective estimated ability. Our measure confirms previous findings that men are more overconfident than women. We then use linear regression and decomposition techniques to account for the gender gap in top jobs including our measure of overconfidence. Our results show that men being more overconfident explains 5–11 percent of the gender gap in top job employment. This indicates that while overconfidence matters for gender inequality in the labor market and has implications for how firms recruit and promote workers, other individual, structural, and societal factors play a larger role.