Congruence Between Leadership Gender and Organizational Claims Affects the Gender Composition of the Applicant Pool: Field Experimental Evidence
Congruence Between Leadership Gender and Organizational Claims Affects the Gender Composition of the Applicant Pool: Field Experimental Evidence
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领导性别与组织主张之间的一致性影响申请人库的性别构成：现场实验证据
DOI：
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发表时间：
2020
期刊：
影响因子：
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通讯作者：
Vanessa C. Burbano
中科院分区：
文献类型：
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作者：
Mabel Abraham;Vanessa C. Burbano
男性和女性在不同的工作和组织中所占的比例，即劳动力市场供应过程中的性别差异，是工作场所性别构成的关键决定因素。本研究利用一致性理论，揭示了求职者行为性别差异的一个独特的组织层面的驱动因素。首先，我们认为，领导性别和组织要求之间的一致性是一个关键的机制，驱动求职者的兴趣。具体来说，许多组织索赔是性别类型的，这样的社会索赔激活女性刻板印象，而业务索赔激活男性刻板印象。因此，提出社会要求的女性领导的组织是性别一致的，而提出同样要求的男性领导的公司是性别不一致的。除了在求职者中表现出对一致性的普遍偏好外，我们还发现，女性求职者最感兴趣的是为同时一致的组织工作，并提供可信的信号，表明他们是公平和公正的雇主。因此，领导性别和组织要求的一致性影响了其他相同工作的申请人群体的性别组成。
The extent to which men and women sort into different jobs and organizations—namely, gender differences in supply-side labor market processes—is a key determinant of workplace gender composition. This study draws on theories of congruence to uncover a unique organization-level driver of gender differences in job seekers’ behavior. We first argue and show that congruence between leadership gender and organizational claims is a key mechanism that drives job seekers’ interest. Specifically, many organizational claims are gender-typed, such that social claims activate the female stereotype, whereas business claims activate the male stereotype. Thus, whereas female-led organizations making social claims are gender-congruent, male-led firms making the same claims are gender-incongruent. Beyond demonstrating a general preference among job seekers for congruence, we also find that female job seekers are most interested in working for organizations that are simultaneously congruent and provide credible signals that they are fair and equitable employers. The congruence of leadership gender and organizational claims thus affects the gender composition of applicant pools for otherwise identical jobs.